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

If you’re trying to align with your team because there may be gaps , stop. First get clear on your/the vision , then share it with your team and ask one question , “how do you see yourself contributing to this vision?” Bring a growth mindset and zero expectations.

If your team is not aligned with your vision, it's crucial to address the issue directly and constructively. Ensure your vision is understood and resonates with the team's values and goals. Engage in open dialog, inviting team members to express their concerns and suggestions, which can provide valuable insights into the misalignment reasons. Use this feedback to adjust your approach or the vision itself, if necessary, to ensure it is impactful, inspiring and achievable. Be sure to involve the team in the process of setting specific, measurable objectives that align with the vision, creating a sense of ownership and commitment to the shared goals.

I begin every engagement with a SWOT Analysis- Strength, Weakness, Opportunity, Threats. This grounds the organization, gets buy in and helps begin the vision building process - enlisting others to come onboard!

If your team doesn't see eye to eye with your plan for channel partnerships, talk it out openly. Explain your vision clearly, showing how it helps the whole team and the company. Listen to their thoughts too, to understand where they're coming from. Try to find ways to agree and work together towards the same goals. Keeping in touch regularly and giving feedback can keep everyone on track and working together smoothly towards success in partnerships.

If your team is not aligned with your vision, it's crucial to create a safe environment where team members can express their doubts and opinions. Often, one person's question mirrors another's, so clarity is key. Maintain leadership, empathy, and active listening. Ensure everyone understands the WHY (reason), WHAT (what you are doing together), and HOW (process). It's also important to consider that you might not have communicated your vision clearly. Open dialogue can help realign the team's focus and commitment.

In larger organizations sometimes the vision can get lost in day-to-day work. Departments only understand the work that they may do but not know about the "big picture" and how it may contribute to the overall value of the company. It is best to facilitate communication between departments to know for example what is the status of a projects the company is working on or what new products have been launched, or if there is a special promotion going on. A simple thing as a company newsletter distributed to all departments can work wonders with communication and to foster culture.

It's not just about the work; it's about the vibe. Create a space where the core values of your company aren't just words on a wall—they're the beat everyone moves to. Celebrate the wins, big and small, because every step forward is a step closer to that vision. And encourage the kind of teamwork that makes everyone feel like they’re part of something bigger. Keep everyone rowing in the same direction. Because when the culture’s right, alignment isn’t far behind.

Leading teams in partnership projects demands not only strategic insight but also a personal touch. Providing support is paramount. Leading by example sets a standard of excellence and commitment. Being consistently present ensures your team feels guided and supported throughout the project's lifecycle. Empathy allows leaders to understand and address their team's needs effectively, fostering a culture of trust and mutual respect. Adopting a transformational leadership style can inspire and motivate teams to exceed their limits, encouraging innovation and growth. Open communication is critical; it ensures transparency, facilitates problem-solving, and strengthens relationships within the team.