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Why Your Business Needs to Prioritise Organisational Alignment

Updated: March 1, 2022

Leaders hold a crucial role in every organisation. They’re responsible for rallying the team, uplifting everyone’s spirits, and ensuring everyone are aligned toward the organisation’s goals. While it is every business’s goal to achieve profitable growth, many forget to realise the importance of lining up the vital factors required to do this, which can be incredibly challenging. Fortunately, leaders who prioritise organisational alignment have an easier time driving their company to success and enjoying consistent growth, making it a worthy investment.

Highly aligned companies are more likely to succeed since everyone is essentially on the same page. Whole departments understand their goal and the most effective way to achieve it, ultimately satisfying customers more. It also improves employee morale and motivation, encouraging them to perform at their best while increasing revenue. Here is what you need to know about the importance of organisational alignment:


The Effects of Organisational Misalignment

Organisational misalignment can cost a company millions or even billions of dollars. When strategy, talent, and culture aren’t in harmony, the business’s productivity suffers. It’s much more challenging to get the right things done correctly since there’s a lot of tension, resistance, and friction between team members.

In fact, according to PMI, misaligned organisations lose USD 109M for every 1B spent on projects since the companies tend to miss goals and surpass their budgets. Additionally, companies may risk losing a significant percentage of their potential revenue growth if their sales and marketing teams aren’t aligned.


Three Areas Organisational Alignment Matters

To understand the benefits of organisational alignment, leaders must learn where to apply it and why it matters. Strategy, talent, and culture are prime areas that every leader must look at when targeting improved performance for their enterprise.



When the executive team works together towards a shared vision, they’ll be more likely to develop a corporate strategy that increases the company’s likelihood of achieving above-average median performance. The plan will outline the crucial collective actions that everyone must take to strive towards their common goal.

The strategy must be as specific as possible, so the executive team must come together and iron out details like the concrete ways in which they plan to grow profitably and quickly. They must also set clear guidelines for what they define as success and failure over the next three years. Additionally, they must identify the organisation’s direction and purpose and determine if key stakeholders understand the strategy properly. The team must agree on the ideal target customer they want to serve and if its offerings are different enough to set them apart from their competitors.



After laying out a concrete business strategy, leaders must figure out the type of corporate culture they need to implement the plan. Culture can be described as how an organisation approaches its work and gets it done, measurable by understanding employees’ thought processes, behaviours, and work ethic.

No organisation can exist without a culture, whether intentional or otherwise. Company culture is closely linked to corporate strategy, as cultural factors are responsible for a large portion of the difference between high and low growth organisations. For instance, if you need to focus on innovation and unique offerings to enjoy a successful strategic growth plan, leaders must encourage a highly communicative, creative, and collaborative environment. On the other hand, if your strategy is for a product with solid name recognition, your business must foster a culture that sticks to a set of processes.



Now that you have both your strategy and culture set in place, it’s time to put your plans into action by finding the right people to execute them. Your talent has the unique opportunity to get your organisation where it wants to go, so you need to refine your employee onboarding and development to start them off on the right foot immediately. It is also crucial to implement proper engagement and retention programs to take care of their needs, keep them motivated, and ensure they’re growing with you. It is up to your company’s leaders to build and manage your workforce to move closer to your goals since you can create a unique advantage that your competitors will struggle to overcome.



Organisational alignment is the key to the success you’ve long wanted to achieve for your business. Achieving harmony between your strategy, talent, and culture will ensure that everyone has a shared vision for the company’s success, putting everyone on the right track to meet your goals.


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