LeadU presents Alignment


Leadership Engagement

Alignment is a simple, yet a complex set of factors that are in equilibrium now, and what emerges is a product of these iterations. To improve alignment, there are 10 systems which dynamically engage.

While this subject is too complex to deal with in a short TPOV, I wanted to just put a stake in the ground for later and more sophisticated work that has to happen from simple to complex–>Dynamic Alignment.

What most people call engagement is actually alignment and dynamic engagement at that.

Early on, Gallup Interviews produced the now infamous Q12, still marketed by Gallup as, “the most powerful predictors of employee engagement.” (solutions.gallup.com 2018)

Here are the Gallup questions:
Q1. I know what is expected of me at work.
Q2. I have the materials and equipment I need to do my work right.
Q3. At work, I have the opportunity to do what I do best every day.
Q4. In the last 7 days, I got recognition or praise for doing good work.
Q5. My supervisor, or someone at work, cares about me as a person.
Q6. There is someone at work who encourages my development.
Q7. At work, my opinions seem to count.
Q8. The purpose of my company makes me feel my job is important.
Q9. My associates/fellow employees are committed to doing quality work.
Q10. I have a best friend at work.
Q11. Recently, someone at work has talked to me about my progress.
Q12. This last year, I have had opportunities at work to learn and grow.

In all actuality, each person would answer these questions differently, and with a different emphasis, producing an "alignment" that emerges to produce behavior.

Over time, Mike Jay identified questions as part of his Leadership Engagement [LE] program that begin to get at the more complex features of alignment:
LE1: Who Am I? What are my end goals in life, work and leadership?
LE2: What is my developmental skill level and what does it mean?
LE3: How do I make and solve problems and is this bandwidth wide enough?
LE4: What has me and how do I engage others effectively in that light?
LE5: How do I instrument my means and ends goals through my value system?
LE6: What do I do to engage others to create teachable points of view?
LE7: Is my perspective-taking and decision-making integrally-informed?
LE8: Do I take action on several levels geared to each level’s specific need?
LE9: What is my experience supporting in my leadership engagement?
LE10: Can I juggle innovation and adaptability with sustainable resilience?
LE 11: What resources do I need to keep myself energized?
LE12: Why is my thinking and feeling different now than it was last year?

While the concept of alignment is often perplexing because we fall into and out of alignment, ALIGNMENT @F-L-O-W can be produced with simple engagement methods as well as more complex systems for “dense” environments which have noisy systems and difficult to find signals.

Helpful Hint: While this is just a stake in the ground, and alignment with who you are, and what you do is key to giving you the information you need to design the gap tensions that keep your system breathing, more complex systems need to understand dynamic engagement to produce alignment.

Action Step: Review the following linked document for more information on Dynamic Alignment.

If you have any comments, questions, suggestions, or need some additional help, please use the form below to submit them.  Someone will get back to you within 48 hours. 

    We hope you pick up valuable insights, ideas, and tools during this process, which you can use for your own development as well as your work and leadership with others.

    You, Me, and We @F-L-O-W

    Mike R. Jay is a developmentalist utilizing consulting, coaching, mentoring and advising as methods to offer developmental scaffolding for aspiring leaders who are interested in being, doing, having, becoming, and contributing… to helping people have lives.

    Mike R. Jay
    Leadership University

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