Fix Leadership Misalignment: Get Everyone on the Same Page

Every organization runs into the same challenge: getting leadership and key employees to work together smoothly. Different teams have different goals, and when those don’t align, it creates confusion, frustration, and inefficiency. Whether it’s official leaders or influential employees who aren’t on the same page, the result is the same—bottlenecks, internal drama, and lost productivity. Fixing these disconnects is key to keeping things running smoothly.

One common issue is the gap between formal leaders (managers, directors) and informal influencers (the employees everyone listens to). If these people aren’t aligned on priorities, communication, or execution, things get messy fast.

For example, a senior exec might push for process changes, but a longtime team lead may resist if they think it disrupts their workflow. Or we see that leadership might want tighter deadlines, while experienced employees push back, saying quality will suffer. A company may push for more teamwork across departments, but key influencers may stick to their usual silos out of habit. If these conflicts aren’t addressed, they slow progress and create unnecessary tension.

The first step in fixing misalignment is creating a vision that everyone—formal and informal leaders alike—can get behind. It should focus on:

• A clear commitment to company goals.
• Encouraging collaboration instead of competition.
• Showing how efficiency helps everyone—not just management.

Getting buy-in is crucial. If key players believe in and support the vision, others will follow.

A big reason for misalignment? Poor communication. When teams don’t have clarity on expectations, things break down. Here’s how to fix it. Have regular check-ins – frequent cross-team meetings help everyone stay in sync. A shared tracking system can also help – a place where all teams can see progress, deadlines, and challenges. Finally, establish clear processes for handling conflicts – issues should be addressed before they become major roadblocks. By keeping communication open and structured, organizations can avoid a lot of unnecessary friction.

Misalignment often happens when people aren’t sure who’s responsible for what. Clarifying expectations helps prevent confusion. Too often project deadlines are not realistic or not properly communicated. Identifying bottlenecks and challenges ahead of time can also help to smooth out expectations. Stop the blame game! Focus on problem solving, not blame when things go wrong. While there are no guarantees, clarifying the roles and expectations will limit informal leaders from clinging to outdated processes.

Fixing misalignment isn’t just about good intentions—leaders need to be held accountable. You should be setting measurable goals for collaboration and include teamwork and cooperation in your performance management system. When accountability is part of the culture, alignment becomes the norm—not the exception.

Keeping leadership aligned isn’t just about smoother operations—it’s about making sure the whole company is working toward the same goals. By tackling internal misalignment, improving communication, and building a collaborative culture, organizations can create an environment where teams thrive. When leaders—both official and unofficial—are on the same page, everyone wins.

Mike Philie can help validate what’s working and what may need to change in your business. Changing the trajectory of a business is difficult to do while simultaneously operating the core competencies. Mike provides strategy and insight to ambitious owners and CEOs in the Graphic Communications Industry by providing direct and realistic insight, not being afraid to voice the unpopular opinion and helping leaders navigate change through a common sense and practical approach. Learn more at www.philiegroup.com, LinkedIn or email at mphilie@philiegroup.com.