I have had several conversations this week on the importance of aligning with managers and stakeholders.
It seems like common sense, but in the day to day of getting stuff done, it is something that may be forgotten. When I ask them about it, they usually think that their manager “probably” knows what they are doing, but they aren’t sure. It is important to always consider whether you have done it or need to do it. This is a type of visibility for the work you are doing, to show that you gained agreement on something or made a key decision. This is especially important to do when there are a lot of things going on and information can get confused or isn’t communicated which can come back to haunt you later.
Here are some strong reasons to have alignment:
Clear communication: Clear communication helps minimize misunderstandings, reduces conflicts, and provides a positive working relationship. Have you aligned with your manager and stakeholders so you are all on the same page on goals, expectations, and priorities?
Goal alignment: Understanding the organization’s vision and objectives enables you to align your work and contribute effectively to the overall success of the team or function. Are you aligned with your manager and stakeholders on what needs to be done and the work required to achieve shared goals?
Resources: Have you aligned on the work that needs to be done and how it aligns with your team? Do you require more people, less people, external resources or training for the team? When you are aligned with your manager, they are more likely to support your resource requests to help you succeed in your role. No leader likes to be surprised with a big request at the last minute and is unaware that there was a need. Align well before you might need to make that request.
Decision-making and support: By aligning with your manager and stakeholders, you position yourself to participate in decision-making processes and gain their support. Show them that they can empower you, trust your judgment and they will seek your input, which will increase your influence within the team or organization.
Performance evaluation and advancement: Your manager plays a significant role in evaluating your performance and determining your career advancement opportunities. When you are aligned with them, they are more likely to recognize your contributions, advocate for your growth, and provide feedback and guidance to help you improve. Send a status report, share what you and your team are doing in 1:1s, copy them on updates so you are in front of them showing them what you are doing on a regular basis.
Team collaboration: Alignment with your manager and other stakeholders is a way to learn information, while creating teamwork and collaboration. It creates an environment where everyone works together towards common objectives, leveraging each other’s strengths and expertise. This collaborative atmosphere can lead to increased productivity, innovation, and overall success.
There are many other examples that you can probably think of, but these are some of the most foundational kinds of alignment. If you do these well, it can lead to new opportunities. If you don’t align consistently or make assumptions that everything is fine, it can result in an impact on your perception and potentially your performance review.
Remember that alignment does not mean blindly agreeing with everything your manager or stakeholders say. It involves understanding their perspective, finding common ground, and proactively communicating your own ideas and concerns. Healthy alignment requires open dialogue, respect for different viewpoints, and a shared commitment to achieving collective goals.
If you need my help, please reach out, and let’s talk about your specific situation!