67% of strategic plans fail, 90% of executives fail to meet their goals, and 1 in 2 Australians are failing to make progress (1)

So, why do some businesses succeed and thrive, and others fail and founder?

In session two of our Emerging Leaders Program, facilitator Kylee Stone asked this of program participants. Some answers included: passion, communication, clear vision, leaders don't walk the talk - no-one trusts anything, culture, appreciate, accountability…

While all are important, strategic alignment makes the difference, says Kylee.

Below we’ll share our learnings on What is strategic alignment? What are 4 steps to alignment? and Kylee’s suggested questions and actions to take the learning further.

Firstly, what is the Emerging Leaders Program?

The program is professional development for emerging leaders, high potentials, early- to mid-career professionals, and early stage entrepreneurs.

It is a live virtual program that runs as 90 minute sessions over 3 weeks, and includes membership of Growth Faculty and access to live virtual events from Growth Faculty’s members’ program.

Facilitator is leadership coach and CEO of The Performance Code Kylee Stone (see bio at the end of this article).

What is strategic alignment?

Kylee says strategic alignment is your ability to be effective in getting from where you are today to where you want to be tomorrow, in the simplest way possible. Strategic alignment comprises:

• strategy development
• planning
• execution (doing it)

In other words, to act in alignment is to think and act in congruence (i.e. harmony) with a commitment (the plan).

It helps to break it down into “the 4 As”, says Kylee.

4 Steps to Alignment: The A Game

To act in alignment starts with:

Attention: What is your attention on? Time is often not the problem. Start with being clear about your goals.

Acknowledgement: We don’t give ourselves credit for the small wins, so make sure you acknowledge any results that are in line with the goals.

Accountability: Make sure that your thoughts and your actions are congruent towards the goals (no conflict between your thoughts and your goals). An example of being in conflict might be gunning it for career success while wanting to spend more time with family.

Action: Making sure you’re pursuing action that take you towards your goals.

Kylee says that in indigenous culture the saying is: knowing to being to doing. Knowing doesn’t make the difference, and might make zero difference. The key is the being and doing.

Below we take a closer look at each of “The 4 As.” Firstly, though, let’s understand where you need to improve.

3 Areas Where You Can Improve Your Alignment

What is one area of your leadership that you can improve on for your alignment? Choose from:

EFFECTIVENESS There’s a gap between what you say you want and the actual result you are producing. You are not currently effective in producing the result you are committed to.

PRODUCTIVITY There’s a project that’s taking you longer to complete than expected. You are either avoiding it, delaying it, tolerating it or procrastinating about it.

GROWTH You are reliable for producing results and you’re looking to do something new or different. You are ready to take your performance to the next level.

TASK: What is the issue/challenge you are facing? What is your goal/vision (teleport yourself into the future and write down what you would like to see)?

A leader is someone who leads and others follow (a role model). Leadership is about influencing others to take action toward a desired outcomes.

You need to get connected to WHY leadership is important to you.

When you clearly see your vision, your purpose, and your values then natural leadership arises and it is easier to create a meaningful connection with others.

MISSION - What is the goal?

VISION. Where are you heading – what is the desired outcome? What does success look like? Write down your organisation’s vision. Example: Create a better everyday life for people.

PURPOSE : What is the underlying intention. Why does your organisation exist? Example: Unleash the power in every team.

VALUES : What are the 3 core guiding beliefs, principles, in your organisation. Write your top 3 values. Example: Creativity, growth, and innovation.

Kylee discussed themes around: What are you aiming to achieve as a leader? What does success look like to you? What is your mission? (Example: “My mission is a 3% improvement in performance”) What does success look like when you’ve accomplished your goal?

Acknowledgement is about gratitude, truth-telling, being generous, and acknowledging the situation. Kylee shared 3 aspects of acknowledgment:

Acknowledging the situation (what is so) - Acknowledge what is working, or not. Also, that there is something that others are dealing with before/as they arrive at work.

Acknowledging yourself – What are you proud of? Acknowledging yourself is simultaneously the simplest and the most difficult thing you can do.

Acknowledging others – Become someone who is proactive in acknowledging others. People want to be known, heard, and appreciated.

TASK:

Write down three things you’ve accomplished that you are proud of.

Write down three things you are grateful for

Write down three messages of gratitude and appreciation that you could send to your current leader, a previous leader or any other leader that inspires you.

Accountability is about agreements with ourselves and with each other. It’s a stand you take, both personally and with others. You may not always be responsible but you can always be accountable. (See also: How to Create a Culture of Accountability).

Barriers to keeping others accountable include: Blame, perceived threat of punishment, fear of micro-managing, positioning failure as bad, collapsing accountability with responsibility.

What lessons will I learn? Reflect on what stops you from holding yourself and others accountable? What holds you back? What will this teach you?

Practices checklist:

• Get clear on goals, actions, and expectations
• Be vigilant with gossip
• Listen to understand
• Seek feedback
• Embrace failure
• Focus on what you can control

TASK:

What does accountability mean to you?

What is the difference between accountability and responsibility?

Why is creating a culture of accountability important?

Write down 5 examples of how you could be a role model of accountability at work.

What is one action you are committed to taking to build a habit of accountability?

Procrastination comes from confusing motivation with action. However, putting action first kickstarts motivation! Motivation is not the “special sauce” to get others to take action. Action drives the motivation.

Fear – The Universal Challenge

Kylee says we fear scarcity (not enough to go around) and we crave connection (to be loved and loving). To make fear our “friend”, Kylee suggests we ask these questions:

What action do you know to take?

What action do others expect you to take?

What's one action that would move you forward?

What action would you take if there was nothing to fear?

Kylee says resilience enhances the stress/performance curve. True resilience is not just bouncing back, but taking action.

Resilient leaders role model:

• Vision - meaning purpose, happiness
• Composure - calm centred and confident
• Reasoning - a positive outlook
• Health - healthy lifestyle
• Tenacity - momentum towards goals
• Collaboration - good quality relationships (where you can offer and ask for support)

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References:

1. Kylee Stone Masterclass, naming sources as Harvard Business Review: Economist Intellignce Unit; McKinsey & Co; NextGenify respectively.