Team alignment isn’t easy to achieve. Some members might have conflicting or competing priorities, while others might have misaligned goals and objectives or be stretched thin because of their workloads.
It can be difficult to get everyone to agree on common goals, but this is what makes teamwork possible. Leaders who want their teams to work together effectively need a clear picture of where everyone stands, and the same is true for businesses looking to get maximum results out of their diverse workforce.
In a new episode of ‘The World Class Leaders Show,’ I invited Mauro Ghilardi, Chief People and Transformation Officer of A2A, a leading Italian company in the environmental sector, from separate waste collection to integrated waste management and the recovery of materials and energy, according to a circular economy model that transforms waste into resources.
In our episode, we discussed the Importance of aligning individuals, teams, and entire organizational goals.
In every organization, when everybody is very focused on their own little turf and the assumption is ‘if everybody makes great in that little turf, the company will be great as a whole.’ This is probably old business, an organization in which focusing on your own silos, as you call it, will tear down the company value because you will enter or not enter in any sort of alignment with the others.
Clarifying this as a leader and clarifying that the whole is much more than the sum of a part is important, and it is important to clarify also that as a leader, you want to reward that whole system rather than to reward individual silos.
It all starts with motivation and understanding what motivates people in a different way. One of the key mistakes that Leaders is to think that ‘what motivates them motivates the others, that the key element to make a program work is to assign an objective and to link money to that.’
There are people that are motivated by money, there are people that are motivated by power, and there are people that are motivated by making something good for others. So as a leader, if you want to align a team across common objectives, the first thing is to understand what motivates your team, and now you can find common ground.
This is why Performance Management is the most important thing. If you start well with performance management, you start by having objectives that are aligned across businesses, and then everything else follows the measurement, the conversation, the coaching, the feedback, and the impact on salaries.
Be clear about what motivates you and why you want to achieve such things. So be transparent about your own way of achieving objectives and why it’s important for you and for the organization.
At the end of the Interview, Mauro shares what he has really learned throughout his career, which is to provide great example of recognition to the people that are doing things across the businesses.
“I’m a big believer in not being afraid of showing the good that other people have done right. Take the risk, just let people know why somebody has been rewarded, why has done something good, and then next time, more people will be motivated.”
And lastly, communicate in Transparent Way because transparency provides trust, provides honesty, provides alignment.
Listen to the podcast related to this article: https://www.andreapetrone.com/068-team-alignment-to-burn-down-silos-and-improve-performance-with-mauro-ghilardi/