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Talent-Centric Organizations Achieve Levels of Success and Alignment Others Only Dream About

In order to lead effectively you must identify the blind spots that are holding your executive team back.

Where most leaders see a talent problem,
you should see an alignment and strategy problem.

Alignment and strategy problems happen quickly in growing organizations:
  • The illusion of growth and success masks deficiencies in culture and alignment.
  • Having blind spots in culture and alignment early allows problems to take root.
  • Recruiting talent to support growth becomes the focus while culture and alignment take a back seat.
Alignment and strategy problems slow growth and cause stagnating organizations:
  • Leadership fixates on finding people to supply the energy and innovation needed for growth.
  • The organization begins battling turnover and can’t sustain forward momentum.
  • Leadership doesn’t agree on problems which prevents clear solutions.

Alignment and strategy problems ultimately lead to shrinking organizations:

  • Leadership loses sight of the vision and begins creating opposing initiatives.
  • Leaders mistakenly believe most symptoms are rooted in a single department or problem.
  • Lack of performance is blamed on individuals. Culture and alignment deteriorate even further.
With greater alignment and strategy, your leadership team can develop a stronger culture and build a talent pipeline to support new levels of growth and success.

Recruiting will not fix your alignment problem.
Fixing alignment and strategy
begins with internal discovery.

Recruiting talent does not fix alignment and strategy.

Executive leaders must be open to the possibility of internal discovery – identifying blind spots and gaps in your organization’s alignment. Your blind spots (those “you don’t know what you don’t know” areas) will allow you to make the greatest leaps and perform your best work, once they have been identified.

But there is a problem.
You can’t easily identify your own blind spots.

Alignment can’t be fixed by an individual leader in isolation. Alignment requires buy-in from your partners and/or executive team. If your organization’s leaders are open to the process of discovery, then you will need to know where to look, what to document, when to share findings, and how to create alignment. Most importantly, you will need to first understand why this process is so important.

Read the book,
Powered by People

Learn how top talent-centric
organizations identify
blind spots and create greater
alignment and strategy.

Power By People - book cover

A book can help open your eyes to a new way of thinking.
A guide can help you break through barriers and transform.

Carol Schultz, author of Powered by People, is the Founder and CEO of Vertical Elevation, an advisory firm specializing in strategic business planning, leadership development, and career coaching. By tackling the root causes of high employee turnover and low workplace morale, we motivate and inspire our clients to create and sustain a healthy, talent-centric company that runs at maximum efficiency.

For nearly 30 years, we’ve helped businesses avoid making repeat mistakes by developing confident, competent leadership teams that allow your company to run like a well-oiled machine.

Hire Vertical Elevation to guide your executive team through the process of internal discovery and alignment.

You can improve leadership, foster a stronger culture, and develop a talent strategy to take your organization to the next level of success.

Reviews of the book, Powered by People

Power By People - book cover

You have to read this book

For nearly 30 years, we’ve helped businesses avoid making repeat mistakes by developing confident, competent leadership teams that allow your company to run like a well-oiled machine.

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