Inability to Get Managers and Front Line Workers Aligned to Company Goals

The Challenge

We do not see a level of passion for goals that demonstrates a commitment to achieve them. It is difficult to confirm whether our managers and employees are aligned to the organization’s goals and are committed to their urgency.

The Core Problem

Executives communicate company goals, speak to them often and even write them in newsletters. Unfortunately, there is little or no testing done to ensure the goals are understood and employees are committed to them (beyond political correctness). As executives communicate goals to the frontline, major distortions occur in the goals’ urgency and importance. This leads to frontline workers seeing conflicts in what they are asked to do and whether their work relates to corporate goals at all. How do executives communicate in a brain-friendly way that also tests for buy-in? How does a company create an open dialogue as to the best way of taking actions to meet the organization’s priorities?

The Solution

We work with executives with a unique set of tools to help them create the BIG S – their picture of success for their organization and the goals that need to be met to get there. We guide them through hands-on exercises to crystallize the content, and we give them the tools to communicate it in a way that creates passion and urgency in their managers and frontline workers.  Finally, we teach them the methods to consistently assess whether or not their managers and frontline workers have clearly gotten the picture and feel the intensity of the need to get there.

Our Leadership Frameworks™ workshop provides managers with the capability to engage workers and to also test the impact of their communication. When the frontline engages in Grass Roots Innovation (GRI™) workshops, they work in teams and develop projects with measurable bottom-line results that align to those goals, and they communicate facts and knowledge back to management and executives. This opening up of communication contains aha moments on both sides, breaking down walls and breaking through assumptions.  You create an organizational ecology of open communication from the executive level down through management and into the frontline as well as from the frontline up through management and into the executive minds –  honest transparent communication running in both directions. A dynamic ongoing conversation has begun, and it builds trust, understanding and passion to align with the BIG S and its related goals and achieve them.