Alignment Series Part 2: 7 Steps to Align Your Business
Before we get rolling, today’s post is a part 2. We started our series on alignment last week, so if you haven’t read that article (or forgot about it in the last 7 days), head back here for a refresh first.
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Welcome back.
Alignment in a company is a tricky thing. It has so many levels.
You have to align individual team members, separate departments, and the organization as a whole.
You have to align goals, behaviors, and results.
You have to align compensation, upside, and opportunities.
And you have to constantly maintain alignment, too. None of this is a one and done proposition.
Intimidated? That’s okay.
Alignment is hard work—but it doesn’t have to feel vague or fuzzy.
We’ve developed dozens of tools as part of the Growth Method, our framework for growing companies.
But there are 7 key tools that really drive alignment in organizations. So today, I’m going to share those tools with you.
Think of them as their own min-system for aligning your people and your company.
If you like, you can email us for a copy of all these tools: just hit reply and ask.
Or you can speak to a consultant for a deeper dive into your specific alignment challenges.
Without further ado…
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7 Tools to Drive Alignment and Create “Growth for All” in Your Business
If you’re already a Crews & co. client, you’re likely using some or all of these tools. This list may highlight tools you haven’t utilized yet or areas where you need to put more attention.
If you aren’t a Crews & co. client, this list may be pretty new to you. For each tool, I’m including additional resources so you can learn more.
1. Role Map
The Role Map is an org chart and hiring plan, rolled into one and supercharged. This living document contains the key information about who you need to run your business today, how to clearly define each function in your company, and how to strategically align your hiring plan to financial forecasts.
For more on the Role Map, check out this webinar and this article.
2. Meeting Rhythm
The Meeting Rhythm is the cadence that keeps your company on track. It’s anchored by 90-day quarterly planning meetings but can also include monthly, weekly, and even daily touchpoints. These meetings become the “container” for staying accountable and on track with OKRs and Scorecards; they also provide a forum to discuss challenges and opportunities.
For more on Meeting Rhythm, check out:
How a 90 Day Meeting Rhythm Keeps Your Business on Track
How and Why to Hold a Monthly Finance Meeting
3. Roadmap with OKRs
Your company’s Roadmap is a clear, concise articulation of your strategy, along with your plan for executing that strategy. The strategy section of your Roadmap, includes:
- Core Values
- Mission
- Niche
- Target Market
- Value Proposition
- Growth Approach
- North Star (big goal 5-10 years out)
The execution section of your Roadmap should include your 3-year plan, your one-year plan, and your 90-day plan. Each plan needs a set of financial targets as well as Objectives and Key Results (OKRs).
When completed, your Roadmap should look like this.
Together, the components of the Roadmap provide a clear vision for the company as well as a tactical plan for bringing that vision to life.
Roadmaps and OKRs should be completed at the company level and for every department in your organization.
For more on Roadmap and OKRs, check out:
OKRs: Set Goals That Accelerate Business Growth
How to Set Quarterly OKRs for Your Business
Implementing OKRs: A CEO’s Guide
Don’t Confuse Your Mission with Your Goals
4. Scorecards
A scorecard is often referred to as a way to “keep a finger on the pulse of the business.” That’s true from a CEO’s perspective, but I like the idea that a scorecard helps each team member finish their work week knowing whether they won or not. Everyone in the business should own a number that they can control, and that number should be tracked weekly on a scorecard, either at the leadership level or in individual departments.
For more on scorecards, check out this webinar.
5. 80/20 Checklists
This tool provides an attainable solution for developing and documenting processes inside your business. Use 80/20 Checklists to capture core company processes and help team members (who have already been trained) follow them. Each 80/20 Checklist is owned by a specific team member. All checklists should be captured in one place, easy to find, and organized with a Table of Contents.
6. Quarterly Check-ins
The Quarterly Check-in is an informal conversation between a manager and their direct report. It’s structured but is not a performance review. Both sides should have the opportunity to provide input and give feedback during this meeting.
7. Position Agreements
The Position Agreement is a document that outlines specific responsibilities for team members in their roles. It is supplemental to a job description and is signed by the team member. Sections of the Position Agreement include specific Accountabilities, Scorecard Measurables and Metrics, and Processes that the team member owns.
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If you implement these 7 tools in your business—and I suggest you implement them in the order laid out here—you WILL solve your alignment issues.
Your team will know where you’re headed, what’s expected of them, and who’s responsible for what along the way.
You’ll get more things done, faster, and they’ll be the right things to help your company achieve its vision. Your team will be happy, your customers will be happy, and the business will be making money.
Does that sound worth it to you?
Integrating these tools isn’t easy, but I know it’s possible for you. I’ve seen over 300 companies succeed at doing it.
Consider these 7 items your long term to-do list for aligning your organization. You don’t have to work on everything all at once, but you can start today. The first step? It might be as simple as a Help First conversation with our team.
Contact us if you want to talk.
