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What do you do if your people management decisions are not aligned with your company's strategic goals?

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Managing people effectively is a critical skill for any leader, especially when it comes to aligning your decisions with your company's strategic goals. Sometimes, you may find a disconnect between the day-to-day management of your team and the broader objectives of your organization. This can lead to a lack of direction, decreased morale, and ultimately, a failure to meet key business targets. The key is to recognize the misalignment and take proactive steps to address it, ensuring that your team's efforts contribute positively to the company's success.

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1 Assess Fit

When you notice a misalignment between your management decisions and the company's strategic goals, the first step is to assess the fit. Take a step back and evaluate how your decisions contribute to the broader objectives. Are they in direct conflict, or are they simply not contributing as effectively as they could? Understanding the nature of the misalignment will help you determine the necessary adjustments. It's crucial to maintain an open mind and be willing to change course if necessary to ensure that your team's efforts are propelling the company forward.

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Bhawna S.

I help companies to make their Hiring Better, Faster and Build A Strong Team
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aligning my people management decisions with the company's strategic goals is crucial for building a successful team that drives results. Here's what I would do if I identified a misalignment: Self-Reflection and Root Cause Analysis: I'd start by taking a step back and reflecting on my recent people management decisions. Open Communication with Leadership: Next, I'd schedule a meeting with senior leadership, particularly the CEO or COO, to discuss the company's strategic goals in detail. Strategic Talent Acquisition: I'd then revisit my recruitment strategy. Are we attracting candidates with the skills and experience Upskilling and Development: I'd also assess the existing team's skillsets.

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Ivan Shishkin

Executive coach for founders and C-suite. I help you grow, manage your energy, and lead your business further.
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If my decisions in people management don't match my company's strategic goals, I swiftly work to bring them into alignment. I review the company's objectives, evaluate my current practices, and collaborate with stakeholders to adjust my approach. Transparent communication with my team about the changes is crucial. Ultimately, my aim is to ensure that my people management decisions contribute effectively to the company's strategic direction.

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Simran Gosain

Building OFIS SQUARE | Organisational Psychologist | People and Customer Success Executive @ Ofis Square | Organisational Psychology Mentor @ Topmate
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If people management decisions are not aligned with the company's strategic goals, it's crucial to reassess both the decisions and the goals. This involves understanding why the misalignment occurred, communicating clearly with relevant stakeholders, and adjusting strategies or policies accordingly. It may require training or realigning staff, revisiting performance metrics, or even redefining strategic objectives. Ultimately, the aim is to ensure that people management efforts actively support the company's overarching mission and direction.

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2 Engage Stakeholders

Once you've identified the misalignment, engage with key stakeholders to understand their perspectives. This includes discussing with upper management to gain insight into the strategic goals and with your team to understand the impact of your decisions. Engaging in open dialogue will help you gather valuable feedback and create a shared understanding of the objectives. It's essential to foster a collaborative environment where everyone feels invested in the company's success and is motivated to work towards common goals.

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Nichole J. Williams

Employee Relations & HR Strategy Expert | Cultivating Positive Work Cultures, Resolving Conflicts, and Driving Organizational Excellence.
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Clarity is Key and Kind ?? If people management decisions are not aligned with the company's strategic goals, I would reassess my approach. First, examine the root cause of the misalignment, considering factors like communication breakdowns or lack of understanding. Then, collaborate with stakeholders to realign strategies, ensuring everyone understands and supports the organizational objectives. Adjustments to my leadership style, clearer goal-setting, and improved communication channels would be key focus areas. Ultimately, aim to bridge the gap between people management decisions and strategic goals to drive organizational success?

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3 Revisit Strategies

After consulting with stakeholders, it's time to revisit your people management strategies. Analyze which practices are working and which are not in line with the company's direction. You might need to adjust your leadership style, redefine roles and responsibilities, or implement new processes. The goal is to create a clear linkage between your team's activities and the strategic objectives. This might involve some trial and error, but it's a necessary step towards realigning your management approach with the company's vision.

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Ratnesh Kumar Thakur

Scaling HR Tech Products from 0 to 1 ?? | Turning Conversations into Impactful Solutions ??
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Following stakeholder consultations, it's crucial to reassess people management strategies. Evaluate what's effective and what isn't aligned with company goals. Adjust leadership styles, redefine roles, or introduce new processes to strengthen the connection between team activities and strategic objectives. This iterative process, though requiring experimentation, ensures alignment between management approaches and organizational vision.

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4 Communicate Changes

Communication is vital when implementing changes to realign your decisions with company goals. Clearly articulate the reasons for the changes and how they will benefit the team and the organization. Ensure that your communication is two-way; listen to your team's concerns and be prepared to offer support during the transition. Effective communication not only smooths the path for change but also helps to maintain trust and morale within your team.

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5 Monitor Progress

After implementing changes, monitor progress closely. Set up regular check-ins to review whether the adjustments are having the desired effect on aligning your people management decisions with strategic goals. Use these opportunities to celebrate successes and address any ongoing challenges. Monitoring progress is not just about accountability; it's an ongoing process of refinement that helps keep your team on track and focused on the company's long-term success.

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6 Adjust as Needed

Finally, be prepared to make further adjustments as needed. The business environment is dynamic, and strategic goals may evolve over time. Your people management decisions should be flexible enough to adapt to these changes. Regularly reassess the alignment between your decisions and the company's goals, and be ready to pivot your strategies to maintain this alignment. Remember, the aim is continuous improvement in leading your team towards achieving the company's objectives.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your people management decisions are not aligned with your company's strategic goals?

1

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3

4

5

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1 Assess Fit

2 Engage Stakeholders

3 Revisit Strategies

4 Communicate Changes

5 Monitor Progress

6 Adjust as Needed

7 Here’s what else to consider

People Management

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What do you do if your people management decisions are not aligned with your company's strategic goals?

1

2

3

4

5

6

7

1 Assess Fit

2 Engage Stakeholders

3 Revisit Strategies

4 Communicate Changes

5 Monitor Progress

6 Adjust as Needed

7 Here’s what else to consider

People Management

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