Can organizational Leaders learn from Common Minimum Program

Lot of training activities and learning programs are created and executed in the organization to align entire workforce towards organizational goals. Success of Leaders and performance of HR function & its entire system and policies are directed towards the same but it has been almost a wild goose chase for everyone.

Vision exercise, Leadership talks, Balance Score Card like strategic tools & KRAs/KPIs based performance management system etc. are devised to create aligned , focused and committed workforce and Gallup , GPTW like consulting firms help in measuring this engaged workforce in the form of multiple dimensions but whole drama is for goal alignment.

if everything in the organization is intended to achieve this simple target , what is obstructing ?

Probably, this simple question was never asked or is asked or I have not come across in my limited corporate experience.

Though, I am a firm believer of this thought that Being simple is the toughest challenge of life and particularly expecting simple answer from educated one is most daunting.

I feel, we have totally cut off from the surrounding world otherwise, our most of the issues would have been resolved.

Have we noticed 'Common Minimum Program' terminology of politics, this is very powerful tool to invite warring parties at a common platform and achieving almost impossible things in the politics. This Common Minimum Program has been successful in combining even completely opposite parties in terms of thought process and ideologies as happened in Jammu/Kashmir & Maharashtra.

Can organizational or HR leaders take any cues from this super tool and achieve an aligned and focused workforce.

Yes, there is just one very simple and easily visible thing which is mostly neglected in the organization.

Organizational Leaders just talk about that talent is the only source of competitive advantage and they count so many things to prove this claim but it is never seen or heard that XYZ organization has kept aspirations of its people in any of its strategy or vision/mission charter or in goal sheet.

Entire efforts or resources are channelized for organization goals only. Whatever developmental draft is made for employee , is explicitly catering to the needs of gaps coming in the way of target achievement.

Yes, organizations are not run for social cause and we can not expect that it will not focus on its revenue or growth but if organization are made of people, their aspirations can not be neglected and it has to be clearly captured or reflected in all organizational documents like Vision/Missions, Objectives/Goal sheet or planning drafts to make it able to synergize and align each and every individual of the company.

Organizations vision/mission & goals sheets should be representation of people's dreams and aspirations and show some kind of commitment to realize the same like common minimum program is made in the politics.