None of us have all the answers to the problems we face. No matter how intelligent, informative or knowledgeable, we can only offer one piece of the equation. It is through dialogue, deep listening, passionate disagreements and the ALIGNMENT that will ensue around something greater than a single, isolated point of view that will take us to the next stage of evolution for our planet. However, alignment begins with forms of agreement. We agree to move towards a goal or a vision. We all agree that, to be consistent, we will draw inspiration from our ideas and other people`s ideas. We agree that in order to stay in harmony, we must work on it and that we must feel comfortable with the uncomfortable. And if you agree, you need to share this understanding of the gap between the current and the future state, and you need to make sure that it stimulates new behaviors, forces your team to do the hard work, not just to work hard, and you need to make sure that the clarity of what you define advances the choice – because they need the ability to do these new things. as soon as we have orientation around a WHY. , we are together and not on opposite sides of the table. We can continue to disagree and stick firmly to our positions, even though we know that we are working in a similar context and that we are therefore united.
We don`t need to be consistent with each other`s ideas or methods to be consistent with one goal. Guidance replaces the need to agree. In fact, the best form of guidance usually comes from a number of differences and differences. The friction that is often caused when you disagree and discuss a topic is the kind of thing that allows you to see all the sides of a situation or at least more than your page. In teams, we may feel that we need 100% agreement or total consensus to move forward. Mr. McKeever explains that, in certain circumstances, an agreement is more important than alignment. “Orientation means that everyone can support a decision as if it were their own, even if they had done something different if they had governed the world. This means that they can feel good if they are on the same side and act as a united force,” he writes. And the consequence of this way of dealing with disagreements is that we waste time and energy that spin our wheels.
Orientation can be defined as “putting parties in the right relative position; adapt to establish an appropriate relationship or direction. Although a full consensus or agreement is not always possible when we are in conflict, there is always something to guide, depending on the willingness of both sides to seek it. To align, you need to be open to a certain degree of influence from each other. If you are conscious and not in possession, you probably don`t agree not to align it. This is practically a golden rule for management teams: agree with organizational priorities, or the organization will suffer. Build discussed this topic in detail with the help of the table group and consultant Margaret Heffernan. So our interest was aroused when we read, not so long ago, an article in the Huffington Post that dented the dominant view of orientation as a golden rule.