Alignment vs Agreement
One of the most crucial lessons for a great leader is distinguishing between agreement and alignment and understanding why both are necessary for an effective team as it grows.
Everyone at the meeting agreed on the plan, so why did the wheels fall off once we got started?
I delegated something, and we agreed on the next step. Then, he did something completely different!
I agreed to the aggressive timeline my boss suggested. Now that there are complications, I feel trapped into working 18-hour days to finish on time.
Sound familiar? These are all symptoms of achieving agreement but not alignment.
Agreement focuses on the actions to be taken. However, alignment ensures everyone shares the same vision, goals, and definition of success.
Let’s start with a social example.
Imagine you ask a friend to help you co-host a party. You agree to have a fun theme: blues music, blueberry smoothies, blue cake. You divide and conquer the responsibilities. You take the food & drinks, and your friend takes the venue and music.
You line up blue cupcakes and a top-notch smoothie maker. But things go off the rails when your friend isn’t able to find a good blues band. He remembers that his brother’s punk band is playing in a nearby bar on the day of the party, so he puts down a deposit on a set of private tables.
The problem is that you were trying to create a slow and gentle vibe to encourage lots of conversation. Although your friend signed on to help, he didn’t get the vision. He agreed, but he wasn’t aligned.
Here’s a common example from startups.
The software development team was tasked with creating a new feature for an app. The team agrees on the timeline, features, and technical approach. However, during development, they encounter an unexpected compatibility issue with the existing codebase.
If the team is only focused on agreement, they might force the original approach, resulting in a subpar or delayed product. But if they are aligned on the end goal—delivering a high-quality, user-friendly feature—they can adapt their approach while still meeting the overall objectives.
To achieve alignment, leaders should:
1. Communicate the "why" behind tasks and ensure the team agrees on the intent. The bigger the project, the more time you need to spend aligning on and clarifying the why.
2. Define measurable outcomes and provide context for their importance. Identify what success looks like and how you will measure it. Depending on how much time you have, this can be a very collaborative process. For more mature individuals or teams, they might take the lead on defining the outcomes and metrics of success. The important part is that everyone is fully aligned on what success is and specifically how you will measure it together.
3. Encourage discussion of potential obstacles and how to handle them. After clarifying the why and the success criteria, you might want to brainstorm the most likely roadblocks or detours. Discuss ahead of time potential solutions or alternatives. Then, make sure the team knows when and how to get your input when there are significant concerns, questions, or risks.
By fostering alignment, leaders empower their teams to make decisions that support the company's vision, even when faced with unexpected challenges. This creates a foundation for independent work and drives the company forward. Remember, agreement is important, but alignment is essential for long-term success.