Have you ever wondered why a group of remarkable individual performers can get together and fail as a team? You can have all the talent in the world, but if individuals do not share common goals, coordinate their efforts, and trust one another to carry their share of the load, then you don’t have a team. So how does a team manager bridge this divide between individual performance and team performance? It turns out they construct that bridge on three simple building blocks: team alignment, team process, and team relationships.
"This book deals with strategic organizational decision-making providing techniques for improving the intelligence of actions by organizational decision-makers"--Provided by publisher.
USA Today and Wall Street Journal BestSellerAlign, part 1 of a 3-part series, shares four simple steps that transforms the way leaders lead and renew their self-confidence. Through the process Align offers, leaders develop the courage to connect with their team in a meaningful way and start winning together. Through Align, leaders will learn to create alignment within their organization and develop a culture built on employee fulfillment. It shows leaders exactly how to get there. Within Align, leaders learn how to: Foster a leadership style built on loving people Leverage their own natural gifts to become an effective leader Develop a culture built on employee fulfillment Create a company where everyone feels like their winning
In Alignment, Jennifer Cochern shares stories from her own life and those of her clients using her alignment model. The model makes use of the everyday human system and pairs it with the foundational concepts of accountability, boundary setting, and communication for a life of clarity.
People engaged in a conversation tend to express themselves in similar ways by using comparable or identical words, phrases, sentence structures, accent, speech rate, etc. This process and end results are termed "linguistic alignment, " and have also been observed in both computer-mediated communication (CMC) and human-computer interaction (HCI). Many researchers have demonstrated that linguistic alignment can be easily induced through priming, while others focus on the social aspect of linguistic alignment. Moreover, previous research work on linguistic alignment mostly focused on conversation within dyads. In this dissertation, I report two experimental studies that, in the context of a triadic conference chat setting, investigated the co-presence of alignment as a result of priming and alignment attributable to difference in work relationship (cooperation vs. competition). Similarities and differences observed in the HCI and CMC conditions were also examined. Results show that priming is a strong predictor of alignment even when interlocutors do not directly communicate with each other, but work relationship between interlocutors and communication type (i.e., HCI vs. CMC) could also sway the degree of alignment. Additionally, the priming effect on certain stylistic dimensions (e.g., vocabulary complexity) lasted relatively longer than the effect on other features (e.g., capitalization). As a whole, the dissertation proposes a holistic way of examining and understanding linguistic alignment, and offers researchers a new methodology utilizing realistic user contexts and tasks to study human language behaviors in general and those specific to HCI and CMC.
Leading organizations worldwide are evolving from the idea of employee engagement to that of organizational alignment. More important in today’s virtual work environment, The Art of Alignment provides a roadmap to creating alignment to your mission and vision to distributed teams. Readers will discover the answers to: How bought in to the mission and vision are your employees? Are leaders across your organization aligned? How are your KPIs integrated into the organizational alignment? The Art of Alignment takes a data-driven approach to organizational alignment. When executives add PURPOSE to engagement, coupled with measurement, your organization will experience market-leading performance. By following the 9-Pillars approach to leadership, your organization can increase key metrics by as much as 28% with each percentage point improvement in alignment. The approach to organizational alignment is organized into four parts; how it can be measured, practiced and analyzed: Part 1 – Alignment is the Responsibility of Leadership Part 2 – The Nine Pillars of Alignment Part 3 – The Data-Driven Leadership Playbook Part 4 – The Scientific Leader - Where Data Science Meets Leadership Decisions By adopting a scientific approach to your leadership style, leaders are able to visualize how to improve employee engagement and performance.
Business executives must ensure that their corporate positioning, product positioning, value propositions, sales channel strategies, messaging, and targeting are all in true alignment with each other, as well as the expectations of a target market.
The culmination of six years of research and development, The Work of Leaders presents a simple structure that neatly captures the complexity of contemporary leadership. The goal of this book is to make this wealth of leadership insight accessible to anyone who wants better results as a leader. The work that leaders do—the work that really matters—is boiled down to three areas: crafting a vision, building alignment, and championing execution. Vision, Alignment, and Execution are “magic words.” They strike a chord that turns the goal of leadership into tangible steps. With passion and insight, the authors draw from the best-known leadership authorities, while leveraging their unparalleled access to data from thousands of leaders and followers and their connections to hundreds of organizational development consultants. Interwoven with humor and drawing from real-world scenarios, The Work of Leaders distills leadership best practices into a simple, compelling process that helps leaders at all levels get immediate results.
