Alignment is a continuous process that demands continuous attention.
Running a business is an iterative cycle of problem-solving for achieving clearly defined business performance. There are both hard components such as process, technology, resource, people, and soft elements such as leadership, culture, communication, which need to be aligned or integrated into differentiated business competency.
Corporate capability alignment: Business capability – strategy alignment is more about how the business develops and aligns its capabilities to enable effective management disciplines, either for driving change or implementing strategy. What the business does is actually to produce solutions to fit customers’ needs and generate multifaceted value to satisfy their shareholders.
Information technology alignment: Nowadays, information is a critical business asset, technology is the disruptive force behind the digital transformation. IT can either make or break a company even overnight. With enlarged digital gaps caused by high velocity and interdependence, it is a persistent and pervasive problem that demands an ongoing information technology-business alignment. IT is like the super glue to weave all sorts of hard and soft elements into differentiated business competencies.
Alignment addresses both how IT is aligned with the business and how business should or could be aligned with emerging information technology, to ensure that business strategies implementation are on the right track for achieving high-performance business results. To increase people-centricity, it’s important to leverage technology to enable integral design and seamless customer experience, rather than use it as a constraint. Those organizations that have a more mature strategic information technology alignment outperform their competitors and present long term business advantages.
Right talent, skill alignment: One of the most difficult challenges of corporate management is to put the right talent into the right position for solving the right problems. Thus, talent alignment is a strategic imperative to accelerate collective performance. An inclusive team composed with people having complementary mindsets and skillsets are able to broaden perspectives for defining the right issues, demonstrate technical know-how of solving them smoothly
Skill and talent alignment is important, so everyone feels committed to the goals of the team, and are comfortable with the behavioral expectations associated with those goals. Fnding someone with the right fit can be a significant cost saving over time if turnover has been a challenge for you. In reality, conflicts or frictions happen; having a bunch of people argue the minuscule merits of one option or another will slow things down with little advantage. Perfect group alignment is perhaps hard to achieve, cultivating a culture of inclusion and learning helps to create team synergy and improve collective performance results.
The alignment shouldn’t mean the rigid business management discipline to stifle change, decrease flexibility; it means more about business working as a whole to improve communication, harness partnership, demonstrate value and engage employees. Alignment is a continuous process that demands continuous attention.