How to create alignment with your peers

We were recently working with a leader responsible for marketing at a large software company that was going through some big changes in management and setting a new strategic direction. With all the complexity and uncertainty, some people naturally started worrying about their own personal situations, and defending their budgets and functional areas of the business. This made it tough to align around shared objectives, and allocate the resources needed to execute on the new direction. 

You might have encountered a situation like this before—a leader pushed for changes in one area without considering how it affects the entire team. For example, cutting inventory costs without considering how it impacts customer service. 

Perhaps you’ve worked with a leader who believed their strategy is superior to everyone else's, which created conflicting priorities and caused their team to be blamed for operating in silos.

Or maybe the pressure to perform in a new role made you feel like you needed to prove yourself, which led to you working in isolation instead of collaborating and leveraging your peers’ strengths.

We often assume that smart, skilled leaders will naturally figure out how to become a cohesive, high-performing team. But when the pressure is on, it can be really tricky for leaders to prioritize their peers, especially when everyone has different priorities. 

While everyone agrees that better teamwork is key, individual responsibility is equally important. After all, it’s what each leader chooses to do—how they show up, care for others, and prioritize collaboration—that ultimately determines how well the team functions as a whole. Team success relies on each leader’s effort and the commitment to prioritize each other’s success just as much as their own.

Create more alignment

An executive team that operates cohesively and functions as one unit is essential for success, and prioritizing the relationships you have with your peers—your number one team—is crucial to achieving this unity. So, what can you do as a leader to create more alignment with your peers? Here are 4 actionable steps to help you get started:

1. Name what you think might be important to your team so that you can find solutions that work for everyone.

Be authentic and candid with your peers. What do you believe is crucial for your team’s success and well-being? Clearly express your perspective to help your team see what you see, and allow them to do the same. Multiple perspectives gives your team more confidence in finding solutions that work for everyone, so be sure to share yours!

2. In situations where there is tension, name the fear that you are feeling and declare what you want instead. 

Openly express your fears and concerns. It’s not enough to leave it at that; you must also articulate what you hope to achieve or how you want the situation to change. This could involve setting clear commitments for how you want to work together, establishing new norms, or outlining other meaningful outcomes that can help resolve tension and move the team forward.

3. Start a conversation with a peer by asking "What happened?" and be curious about agreements in priorities, alignment in vision, and team goals.

Conversations with your peers must come from a place of curiosity and learning, not from a place of naming and blaming. Focus on your shared responsibility with each other. Asking “What happened?” can lead to a more honest answer, and will help you uncover misalignments and work towards realignment, together.

4. Check in on team norms that might have been established in the past. Reminding peers of previous agreements or reinforcing norms can be helpful.

Review any team norms that were established in the past. Reminding the team of these norms or reinforcing them can provide clarity and consistency in how the team operates.

If you’ve ever fallen into the trap of deprioritizing your peers, you’re not alone. In fact, when we surveyed our LinkedIn network about their biggest organizational challenges, 46% identified workplace dynamics—such as evolving relationships, interactions, conflicting viewpoints, and communication styles—as their top challenge. These dynamics are connected to  prioritizing relationships with peers. Fortunately, the skills needed to navigate these challenges can be developed. As a result, you and your team will be able to work better together.

At Incito, we’re passionate about helping executives develop their self-awareness and relational skills, harness their strengths, and equip them with the tools for both personal and professional growth. If you want to be an effective leader—one who genuinely supports their peers and is committed to what's best for the team—let’s talk about individual executive development!