Aligning mission, vision, values, goals, cultures, and more

IS YOUR JV, MERGER, OR ACQUISITION FULLY ALIGNED?

A complex game with many players.

Getting key players on the same side is a challenge. Avoiding confusion, getting the organization to buy into your strategy, and maintaining progress are key challenges as well. JVs and M&As require outstanding leadership, teamwork, and change management competencies. We can partner with you to move from complexity to manageability quickly.

Organizational alignment may well become the single biggest improvement your company can make this year, as alignment defines how people work together and include roles and responsibilities, decision-making processes, and strategy alignment. Cultural alignment includes many areas such as personal safety, product quality, and customer support. Mergers, acquisitions, alliances and partnerships are prime targets for addressing organizational alignment.

Is the complexity of your new organization simplifying quickly?

Capturing business results require alignment of mission, vision, values, goals, cultures, and more.

What does a high-performing alignment look like?

The organization works like a high performance team, which is critical in reducing rework, accelerating delivery, building new capabilities, leveraging creativity, achieving goals, and ensuring customer needs are met. When an organization loses that alignment, confusion and vagueness leads to conflict, false starts, slipped deadlines, and power struggles.
Leaders model the desired culture and reinforce alignment as they walk the talk, listen for feedback, and balance the needs of their team with the needs of other teams and the organization at large.. When leaders drift from cultural and organizational alignment, employees have every right to re-examine and redefine that alignment, leading to chaos, inefficiencies, organizational silos, frustrated employees, and an overall loss of energy, progress, and passion within the organization.
The organization values alignment and purpose, as employees are more fully engaged, will go that extra mile to reach goals, build a more enjoyable work environment, and ask questions to make sure they are still in alignment. When the organization drifts from alignment, employees focus more on the rules than the reasons, give up empowerment, avoid accountability, aim for the minimum effort required to get by. and spend more time and effort in conflict and control issues.

The J D Cameron Group can help client organizations to identify problems and steer clients successfully toward greater alignment. We will assess an organization’s culture, organizational effectiveness, and leadership practices. We review the quality and comprehension of the company’ vision, mission and values. We will then help clients identify the desired culture and organizational targets, determine key gaps, jointly develop a plan to move forward, and provide leadership support to ensure success. Call or contact us today to learn more!

business alignment words on touch screen interface

How does alignment happen?

Most organizations dream of achieving great alignment between departments and across business units. Alignment is relevant for vision and mission, roles and responsibilities, business processes and technology solutions, etc. Creating strong alignment takes work, but the payoff is huge. Business performance can easily improve as much as 25% as a result of reducing rework, breaking down silos, and streamlining processes.

Establishing alignment within an organization, joint venture, or alliance requires constructive, creative dialogue. The best alignment occurs when all employees have a voice, and creating that opportunity requires leadership to employ some new practices to learn and listen to the organization. We’ve worked with individual teams and highly complex global joint ventures, and the secret to great alignment always comes back to great communication.

Our process.

Every client receives a customized plan of action based upon an initial evaluation of the organization. Some organizations have appropriate cultures in place such that the focus is simply structuring meetings that facilitate the alignment process. Other organizations need to prepare the organization and leadership before launching into the alignment process. We leverage a variety of alignment processes including surveys, listening tours, coaching, mentoring, meeting facilitation, process improvement workshops, technology rationalization workshops, etc.

Click here to view a list of some tools we use.

IS YOUR JV, MERGER, OR ACQUISITION FULLY ALIGNED?

A complex game with many players.

Is the complexity of your new organization simplifying quickly?

How does alignment happen?

Our process.

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