You know that in today's world we are interconnected and tied to technology. At times though, we forget that this simple understanding doesn't apply at work. Said differently, leaders are tied to the organization's value proposition. How your company achieves this has a vast array of possibilities. It is important to understand that your leaders are challenged to meet the business strategy and link their team's work to the mission. This is how the more progressive learning and development departments are managing the conundrum of what to focus on: the business, not a textbook.

The obvious first step isn't the easiest.
The company needs to educate all leaders on how they relate to the business and it's goals. With the help of senior leaders and HR, leaders would understand their team's most valuable contributions and how they are to achieve in the workplace. With a grasp of the goals, the leaders are able to make them come to life with their team through objective and measurable outcomes, which can be defended and show alignment to the company's goals.

Don't think about the items as a checklist, but rather a jumping off point for your senior leaders to help improve alignment with your business goals:

Map all feedback surveys on leadership and teams to the company's goals.
Ensure your 360° feedback program is directed toward the strategy of the company. Remember competency models themselves are not as expensive as you think and often do not require a massive investment. You and your peers know what must be done in the workplace to make improvements — this can be at the start of your competency conversation. 

Think about how your teams are empowered by leaders. 
Honestly place people first. Don't just say it, that is too cliche and people will see right through you. Treat them as they are important because they are. Provide them with opportunities through your leaders to make improvements, work in different teams or pods, experiment in a safe way as to allow them to get better. Development plans tie goals that map to the business strategy. Leaders need to rely on people being open and candid on what their personal goals are. Get leaders to make those goals happen. 

Is your business strategy part of hallway conversations?
If you said no, then leaders aren't sure how they align to the business and are likely putting out fires and staying busy. Is that what you expect of your leaders? This is a problem for senior leaders to solve and with the help of HR can fix almost immediately. Why do I say immediately? Simple, senior leaders are responsible for managing expectations and are more so responsible for rewarding the right behaviors (not HR)!

ThinkWise 360's are more focused, targeted, and easy to use.

Whether you are an inspired leader of a growing organization, an experienced human resources professional,
or a management consultant, ThinkWise will provide the clarity and alignment that drives performance.

Download a sample 360 survey report to see how easy it can be to align your business strategies to leadership competencies.