Seven E’s of Alignment Management
A while ago, I read a great book by Stephen Covey titled The 8th Habits. There is a lot of great content in this book. I highly recommend it!
For this post, I want to share what I call the “Seven E’s of Alignment Management”. I developed this list based on seven factors that Covey uncovered as possible causes of misalignment in organizations.
As CEO of Remote DBA Experts, I use the following list to help me manage alignment:
- Ensure development of clear direction (goals, strategies, initiatives, responsibilities, and accountabilities).
- Ensure employees understand the rationale for the chosen direction.
- Ensure employees buy-in to the direction.
- Ensure employees’ actions align with the direction.
- Ensure employees work well together to accomplish the goal(s).
- Ensure employees have what they need to accomplish their roles and goals.
- Ensure employees and managers hold each other accountable for performance.
Over the last couple of years, this list has helped us remain aligned. Therefore, I hope other IT Managers consider using it to help them manage alignment in their organizations. In the following paragraphs, I will expand upon each of the alignment items.
Develop Clear Direction
Accomplishment starts with clarity. Clear goals require clear strategies and corresponding initiatives to help accomplish them. Strategic initiatives for each goal need to be assigned to individuals or teams. Accountability for completion should be set and be well understood by those responsible. This is a critical first step and is foundational for full alignment!
Develop and Communicate Direction Rationale
Nothing can be more powerful in engaging and energizing people than direction rationale. When people know and understand the rationale for something, it gives them a level of understanding that should heighten their support for it.
Obtain Direction Buy-in
Usually, it is not good enough for people to understand only the rationale for something. If you want them fully engaged, they must buy-in. That means they need to connect with the direction. They must see some alignment to their own goals and objectives. In order to accomplish this challenging feat, I suggest you try to frame the rationale around one or more benefits for each person you want to buy-in.
Align Action with Direction
From a practical stand point this is the “bottom line” step. Individual and collective action must be in-line with the set direction. That is the essence of alignment. If most folks are not acting according to the plan or implementing the strategic initiatives, the goals may not be reached or can take longer to do so. This is critical!
Make Sure They Work Together Well
In most cases, success requires everyone to work in concert to accomplish goals. People not getting along and/or working across purposes can be a big detriment to accomplishment. This requires IT Managers to be vigilant of team dynamics and to make sure the team is working well together. Make sure all the key players are doing their part in support of the goal.
Provide Them Necessary Resources
Nothing can bring initiatives to a halt more than a lack of resources. People must have what they need to get their job done. If we do not provide them with the necessary resources, forget about it! Time is one of the most critical resources in our business. If people feel that the time to get initiatives done is outside the time to get their regular job done, they will most likely not do as well as otherwise. Make sure time and/or any other thing they need are readily available to them.
Enable Mutual Accountability
This is one of the hardest alignment factors. It is the one that breaks down the easiest. Even when managers create cultures where employees feel comfortable being held accountable, employees are uncomfortable calling managers out when we miss out on a goal-related commitment or when we do not provide resources necessary for them to get the job done. This takes significant effort on both parts. As a manager, you must reinforce mutually accountability constantly! You need to be highly conscious of it and try to keep your word, commitments and most importantly, watch how you react when someone calls you out on a miss. It is CRITICAL!!!
The BEST is Yet to Come!
Epi Torres, CEO
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