Over the past two decades, I’ve had the privilege of working with hundreds of companies across industries, partnering with leadership teams to drive growth, solve challenges, and build sustainable systems for success. Along the way, one consistent truth has emerged: when leadership teams are aligned, the entire organization thrives. But when they’re not, the ripple effects of misalignment can create chaos, confusion, and missed opportunities.
As a business leader and consultant, I’ve had a front-row seat to both the triumphs and struggles of leadership teams. I’ve seen what happens when leaders operate as a united front, and I’ve witnessed the damage caused when they fail to act as a cohesive team. Drawing inspiration from Patrick Lencioni’s The Five Dysfunctions of a Team and Death by Meetings, I want to unpack why leadership alignment matters, the negative impacts of misalignment, and how teams can overcome their dysfunctions to achieve their full potential.
The High Cost of Misalignment
Let’s start with the tough reality: misalignment among leadership teams isn’t just a leadership issue. It’s an organizational issue. When leaders don’t align, the fallout is felt throughout the company. Here’s what I’ve seen happen time and time again:
1. Silos Take Over
In a misaligned leadership team, leaders often become more focused on advocating for their departments than collaborating for the good of the organization. This siloed thinking can lead to competing priorities, inefficiencies, and even internal conflict. Instead of rowing in the same direction, leaders pull against each other, and the company’s mission gets lost in the process.
2. Mixed Messages Confuse the Organization
When leadership isn’t on the same page, employees notice. Mixed messages from leaders create confusion, undermine trust, and weaken execution. If one leader is pushing for growth while another is focused on cost-cutting, teams won’t know which way to turn. The result? Lost momentum and frustration at all levels.
3. Avoidance of Tough Decisions
Misaligned teams often shy away from the difficult conversations that need to happen. Whether it’s challenging a poorly conceived idea or addressing underperformance, leaders avoid conflict in the name of keeping the peace. But avoiding conflict doesn’t prevent problems—it exacerbates them.
4. Missed Opportunities for Innovation
Without healthy debate, the best ideas often go unheard. I’ve seen leadership teams settle for “safe” decisions rather than exploring creative solutions. The fear of rocking the boat stifles innovation, leaving organizations stuck in the status quo.
A Leadership Team’s True Purpose
Leadership teams often fall into the trap of viewing themselves as representatives of their departments rather than as a united team. But the primary purpose of a leadership team isn’t just to advocate for their functions—it’s to work collaboratively toward the company’s greater mission. This shift in mindset is critical for achieving true alignment.
Lencioni’s Five Dysfunctions of a Team outlines the key elements needed for teams to function effectively:
- Trust: The foundation of any great team is trust. Leaders must feel comfortable being vulnerable with one another—admitting mistakes, asking for help, and sharing their honest opinions.
- Healthy Conflict: Trust paves the way for healthy conflict. Leaders need to engage in open, constructive debates to explore the best ideas and make better decisions.
- Commitment: Once a decision is made, every leader must commit to it—even if they didn’t get their way during the debate.
- Accountability: Leaders must hold each other accountable, not just within their departments but across the organization.
- Focus on Results: The ultimate goal is to achieve collective results, not just individual or departmental wins.
Meetings: The Battleground for Alignment
In Death by Meetings, Lencioni argues that meetings are often misused or poorly structured, leading to wasted time and frustration. But when done right, meetings are the battleground where alignment happens. They’re where leaders build trust, tackle tough issues, and leave with clarity and focus.
Here are a few principles I’ve found effective for running impactful leadership meetings:
- Clarify the Purpose: Every meeting should have a clear purpose, whether it’s solving a specific problem, brainstorming new ideas, or aligning on strategy. Avoid meetings that lack focus.
- Encourage Healthy Debate: Meetings should be a forum for robust discussion, not rubber-stamping decisions. Leaders need to feel safe challenging each other’s ideas without fear of personal attacks.
- Prioritize the Agenda: Focus on the most critical issues first. Avoid letting updates or minor topics dominate the conversation.
- End With Action Items: Every meeting should conclude with clear next steps and accountability for who will take action.
Transforming Dysfunctional Teams
If you’ve recognized elements of dysfunction in your own leadership team, you’re not alone. The good news is that teams can change—but it requires intentional effort and commitment. Here’s where to start:
1. Build Trust
Trust is the foundation of everything else. Leaders must take the time to get to know one another on a personal level, share their vulnerabilities, and create an environment where honesty is valued.
2. Embrace Conflict
Conflict isn’t something to avoid; it’s something to embrace. Encourage leaders to voice their opinions, challenge assumptions, and push for the best outcomes. The key is to keep debates constructive and focused on ideas, not individuals.
3. Align Around the Mission
Every leadership team needs to rally around a shared vision and mission. This alignment helps leaders see their roles not just as advocates for their departments but as stewards of the company’s greater good.
4. Foster Accountability
Accountability is a two-way street. Leaders need to hold their peers accountable for commitments and performance while also being open to feedback themselves. This culture of mutual accountability strengthens trust and drives results.
5. Invest in Development
Leadership alignment doesn’t happen by accident. Teams need training, facilitation, and ongoing development to build the skills and habits that lead to alignment.
A Personal Reflection
Over my career, I’ve seen the incredible impact of aligned leadership teams. I’ve watched companies transform their culture, improve their execution, and achieve results they never thought possible. But I’ve also seen the alternative: companies held back by dysfunction, where talented leaders couldn’t get out of their own way.
One moment that stands out was working with a leadership team that initially avoided tough conversations. They were polite in meetings but walked away with unresolved tensions. Employees felt the disconnect, and it showed in declining morale and missed goals. With time and intentional effort, the team learned to build trust, embrace conflict, and align around a shared mission. The transformation was remarkable—not just for the leadership team but for the entire organization.
My Challenge to Leaders
Take a moment to reflect on your own leadership team:
- Does your team operate as a united front, or are silos holding you back?
- Are you having the tough conversations needed to drive alignment?
- What impact is your leadership alignment—or lack thereof—having on your organization?
Leadership alignment isn’t easy, but it’s worth it. When leaders commit to building trust, embracing conflict, and aligning around the mission, the entire organization benefits. And it starts with us—as leaders—choosing to work together for the greater good.
What have you experienced in your leadership journey? Have you witnessed the negative impacts of misalignment? Have you seen the power of an aligned leadership team in action? I’d love to hear your thoughts.
TeamRevenue, empowers businesses to drive sustainable growth. We provide our clients with the revenue enablement experts, best practices, and an accountability framework to optimize revenue teams, systems, and processes to drive results. We’ve worked with hundreds of B2B companies worldwide, breaking the cycle of underperformance. Helping them grow faster, communicate better and bring new energy to their organizations.
