I am one of those people who can hear or read a word or phrase and – even though I have read it/heard it a million times before – it jumps off the page or continues to resonate and I become fixated.

Alignment or better yet, career alignment, is such a phrase.

A couple of weeks ago, I had a conversation with a client about leadership competencies.  One of the competencies we discussed was the need for the leader to ensure that all team members are in alignment with the organization’s mission, operational philosophies, methodologies and business goals.

The challenge of producing and communicating the best go-forward strategy and readying employees to execute the strategy in a rapidly changing marketplace is the work behind gaining alignment.  This requires the leader to focus on the process for achieving a go-forward strategy (team alignment with the mission, vision, values and operations approach, structure, etc.).

My client asked me what she should do if she found that team members were not in alignment or didn’t understand today’s core business, innovation needs and priorities. 

I turned the question around (of course) and asked what she thought the leader should or could do?  I also asked her how would the leader know if there was/was not complete alignment?

After a few moments she replied and we went on to develop approaches to surface and resolve alignment issues.

I then told her that if not surfaced and handled appropriately, the leader might not be aware of differing viewpoints on how to achieve business objectives, until the team’s performance levels and goal attainment were negatively impacted.

So the concept of alignment stayed with me and I began to consider the impact of career alignment in attaining and sustaining leadership career growth.  That train of thought led me to contemplate the process behind career alignment and the many roads a leader can travel from here (where you are right now in your leadership career growth) to where you want to be (in 5 – 7 years).

Implementing the plans and completing the actions to reach each milestone for any of these ‘roads’ would ultimately get you to where you would like to be.  Each of the roads below could successfully take you to your definition of leadership career success.

Your task now is to:

  • understand and define where you are right now,
  • identify where you would like to be in your career 5 – 7 years from now and
  • find the road that best resonates with your personality and competencies and is in alignment with your core values and life priorities.

Remember, although depicted as such, the roads are not linear.  A leader could start on one road, achieve milestones on others and then return to the original road.

Or the leader could decide to take the road less traveled!

A question for you to consider:

  • Which roads represent the best paths for you to achieve the leadership career growth you want to achieve in the next 5 – 7 years?

© All rights reserved.

Christine M. Glasco consults to company executives, business owners and non-profit leaders on career management/career transformation and strategic leadership development solutions.  To request a complimentary copy of Five Tips to Transform Your Executive Career  and to receive Is Your Career on Track? Assessment and e-Workbook  go to: www.christineglasco.com   Email:  info@christineglasco.com  Phone:  1.940.367.0837  

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4 Responses to The Impact of Career Alignment in Attaining and Sustaining Leadership Career Growth

  1. […] Leadership Career Balanced Scorecard is, in essence, a strategy map delineating four domains and the associated questions.  Each domain also should have specified […]

  2. […] Leadership Career Balanced Scorecard is, in essence, a strategy map delineating four domains and the associated questions.  Each domain also should have specified […]

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