What do you do if your team is not aligned with your vision and goals?

Communicate, communicate, communicate (2 way forum) … 1. Make sure the vision and goals are CLEARLY and CONCISELY documented and presented to the team. 2. Clearly indicate WHY this vision was chosen. 3. Indicate its BENEFITS to the future business and customer. 4. Indicate how the business benefits will ENHANCE THE TEAM AND INDIVIDUALS WORK EXPERIENCE AND WELL-BEING 5. Seek honest and heartfelt feedback from the team members - ensure that the team understands that negative feedback is most welcome and safe (foster a trust relationship with the team). 6. Action valid feedback from the team.

Work together to create SMART goals that are aligned with the vision. Clearly communicate the revised goals and the "why" behind them. Highlight the benefits to the team and celebrate progress along the way. Remember, this is an ongoing process. By fostering open communication and collaboration, you can create a team that's aligned and motivated.

Understand why your team does not agree. The “why” of this behaviour is probably the single most important data point that you want to sort first. Once established, actions beyond this point will be based on your understanding of the reasons and if agreeing to those reasons is an option.

Open the Dialogue: Safe space: Schedule a team meeting with clear expectations for open discussion. Active listening: Ask open-ended questions and truly listen to understand their concerns. Bridge the Gap: "Why" behind the vision: Explain the bigger picture and the goals' purpose. Find common ground: Collaborate to identify shared values and brainstorm solutions. Align and Move Forward: Refine goals (SMART): Work together to redefine goals using the SMART framework. Clear communication: Communicate any adjustments and celebrate progress along the way.

Make sure to also assess that your own actions are in line with the vision, mission and strategy. This could be an eye opener. Because if your own actions are not in line with what you want the team to follow then any strategy or actions you design will be artificial and will have no value for the team. Least being following that vision or strategy. Self awareness is the key here.

Communicate openly: Explain the "why" behind the vision and involve your team in refining goals. Lead by example: Be a role model who embodies the vision in your everyday work. Set SMART goals: Make goals clear and achievable. Track progress & celebrate: Regularly discuss progress and celebrate achievements to keep everyone motivated. Be open to feedback: Continuously improve the vision and goals with team input.

Also important to understand the difference between the skill issue and the will issue. It’s a tricky one by the way, as majority of your tenured employees may seem to be having a Will issue, it might actually be a skill issue. But with tenure it becomes difficult to accept that you don’t know, you might go with “I don’t want to”, just to maintain self-respect (not that it applies or implies actually). So if someone is trying or being truthful about not knowing or trying to g but failing, this must be respected to build trust and confidence in the team. And once these is trust “trust me :) ” half of the problem is already resolved.

Also it is important to recognise yourself and management also as humans. So there is a genuine possibility that the strategy is not the best one, and your team not following it is a sign of action based feedback for you to reassess and change the strategy or atleast relook at other for the larger benefit of the organization.