It is difficult to confirm whether our managers and employees are aligned to the organization's goals and are committed to their urgency. We do not see a level of passion for goals that demonstrates their commitment to achieving them.
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 front line, major distortions occur in the goals' urgency and importance. This leads to front line 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 GRI for Executives and GRI for Leaders workshops establish the Framework for Achieving Organizational Buy-in
Executives want to have confidence that their whole company has the same passion and urgency they do in trying to meet company goals' doing whatever it takes to reach them. During these workshops we conduct interactive exercises that test for management buy-in to the goals. Participants role play their communication to their employees and establish a framework for obtaining front line commitment. After implementing this framework, line managers report back to executives on issues uncovered and what percent of the organization is on board. Plans are developed to create an urgency and passion to the goals. This results in entire organizations becoming aligned on goals and meeting them more quickly and completely.