Business Alignment Strategies

Here are some examples of what Business Alignment Strategies does and the results that clients have achieved:

Increased accountability as responsibilities and deadlines are specified
Increased collaboration among and across departments as managers and employees focus on common goals
More effective use of resources due to clear line-of-sight
Optimized results due to alignment of people, programs, and processes

Organizational goals identified by clarifying strategic priorities
Specific measures of performance that indicate progress
Implementation plan that highlights responsibilities and deadlines
Increased employee engagement as employees see their contributions to the goals
Increased collaboration among departments due to focus on common goals

Rapid goal achievement because people, programs, and processes are aligned with business outcomes
Improved communication due to development of common vocabulary around organizational values
Motivated employees who see clearly their contribution to the organization's mission
Effective processes due to opportunities for stakeholder input
Increased performance due to shift from problem-solving to improvement framework

Establishment of clear priorities for eradicating illegal and dysfunctional workplace practices
More effective use of executives' time as they are able to focus on business issues instead of on handling complaints
Increased collaboration due to establishment of clear levels of responsibility and accountability
More consistent decision-making across the organization due to identification of clear criteria
More effective allocation of resources due to identification of the impact of programs on workplace behaviors and outcomes
Increased program effectiveness as evaluation pinpoints areas for improvement
Demonstrated value of programs due to identification of tangible and intangible results

Improvement in competencies such as decision-making, problem-solving, conflict resolution, communication, negotiation, interpersonal skills, strategy formulation, strategy implementation
More effective teamwork as senior management work toward common goals
More effective decision-making due to establishment of priorities
Well prepared for promotion as a result of improvement in interpersonal skills
More effective leadership due to ability to receive and act on constructive feedback
Establishment of clear direction for the organization due to improved time management

Positive culture changes occur as people, programs, and processes embody organizational values
Consistent, values-based decision-making across the organization as managers and employees utilize appropriate ethical frameworks
Decreased incidence of undesirable behaviors as managers and employees establish behavioral "boundaries" based on organizational values

Increased productivity and profit as employees become fully successful in performing their jobs
Effective two-way communication between employees and managers
Increased employee engagement as employees see clearly the contribution they make to the organization (clear line-of-sight)
Fewer complaints and less conflict as job and performance standards are articulated clearly

Rapid achievement of business goals as compensation system is aligned with clear outcomes
Increased ability to attract, retain, and motivate qualified employees due to more competitive pay practices
Optimal results caused by greater employee engagement
Maximized return on investment by wise allocation of compensation dollars

Increased performance as managers gain skills needed to confront employees constructively about their poor performance
Increased employee engagement due to honest feedback
Decreased grievances and lawsuits due to open dialogue and ability of managers and employees to engage in difficult conversations
Increased trust as managers and employees rely more on personal power to influence others than on position power

Expensive and embarrassing litigation avoided due to successful mediation
Effective conflict management as the parties learn to handle conflicts without third party intervention
Increased productivity as team members learn to communicate effectively
Decreased turnover as employee survey results enable management to address issues that have caused good performers to leave the organization
Increased employee engagement as management's response to employee survey results is perceived as being responsive to staff needs
Retention of key employees due to coaching in effective interpersonal skills
More collegial and collaborative work environment due to training in communications and conflict resolution
Reduced costs and employer liability as people are held accountable for their behavior

Human resources systems and practices support organizational success because they are aligned with business outcomes
Increased retention due to increased "fit" between candidates and jobs
Decreased workplace conflict as managers' and employees' expectations of job requirements and performance standards are aligned
Successful succession planning due to opportunities for employee development

Business initiatives funded by showing how they add value to the organization
Business needs met because programs are aligned with organization goals
Increased employee effectiveness due to improved skills
Effective allocation of scarce resources to programs that contribute clearly to organizational goals
Increased focus on organizational goals due to employees' clear line-of-sight
Immediate application of knowledge and skills as programs are designed to transfer knowledge to the workplace