Alignment’s getting the team—football team, work crew, family, buddies—locked onto one goal, like the hub of a wheel with every spoke dialed in. Something we say often: it’s setting the table, making sure everyone’s eyes are on the same target. Back to having a “proper aim:” pick a goal worth chasing, clear, actionable and worthy. Leaders take full ownership of the vision, communication is the heartbeat—clear, heard, consistent. Bad communication is the root of misalignment, turning any team into a fumbled mess. Leadership’s on the hook—screw it up, and the table’s crooked. Let’s break down how bad setups and breakdowns happen, why communication’s the key, and how leaders fix it with mom’s childhood advice—treat people right—to keep the spokes tight.
Why Bad Communication Tanks Alignment
Scatters the Play: Poor info and messaging means people chase different goals. A 2024 Harvard study says misaligned teams lose 25% of their effort—wasted efforts and energy.
Breaks Trust: When leaders mumble the mission, folks feel left out. Mom’s rule—treat people with respect—falls apart quickly when the goal’s unclear. We have witnessed this time and time again, where optimism is high, things “feel,” ready but for some reason, opportunity was missed. Then we detach and examine and find out one unit was working on project x and another on y… here we are, rowing in different directions. Energy, effort and time wasted, execution not optimized.
Bad Setups: How Shoddy Communication Tilts the Table
Here’s where leaders fumble the setup, leaving the team confused and the hub shaky:
Fuzzy Calls (Unclear Goals)
If the goal’s vague, like “win more” or “grow faster,” it’s like a coach screaming “run faster!” and the player thinks, “Gee, thanks coach, never thought of that.” Clarity demands a sharp target, like “cut delivery times by 15% in Q4.” Bad communication leaves spokes pointing nowhere.
Example: A startup says “be innovative” but doesn’t explain what that looks like. No clear briefings, no team sync—sales run in circles.
2. Solo Play-Calling (No Team Input)
Alignment needs a huddle, not a dictator. If leaders set the goal without team input, it’s like calling plays without checking the line. Poor communication shuts out voices, breeding disengagement.
Example: A boss demands “better customer service” but doesn’t ask staff how. Team feels ignored, half-commits—spokes wobble. No real connection and now you have a staff of people that nod in meetings, but just check the boxes and cash checks. Limited growth. Instead, pull the team in, gather info and get their buy-in.
3. Whispered Signals (Weak Delivery)
Even a solid goal flops if leaders don’t shout it loud. Drill the mission—meetings, memos, visuals.
Example: A company emails “improve user retention” once, no follow-up. No all-hands, no clarity—team’s lost, hub fades.
4. Wrong Scoreboard (Misaligned Rewards)
If leaders don’t communicate how rewards tie to the goal, it’s chaos. If leaders move the end zone mid-drive, its chaos (and maybe mutiny). Br precise, be committed, be consistent.
Example: A team wants “team collaboration” but rewards solo stats. No clear messaging on teamwork bonuses—spokes pull apart.
Breakdowns: When Communication Fails and Alignment Crashes
Even a tight setup can collapse if leaders let communication slip. Here’s how it breaks down:
Losing the Signal (No Follow-Up)
Alignment needs constant chatter. Skip regular updates, and the team drifts. Keep top targets on radar, always.
Example: A gym starts with “member satisfaction” but stops talking it up. Trainers focus on sales, not service—hub’s gone.
2. Team Splits (Silos Forming)
When leaders don’t foster cross-team talk, silos pop up. A) Check the egos’s and B) more importantly nurture a culture where insecurities within the teams cannot survive. The insecure mindset is a weed that needs removed and replaced with healthy soil and nutrients. Too often, silos are created and information is held back because people feel if they “own,” the process or material, this means job security. On a level, it’s accurate, but growth and “team,” function will suffer.
Example: A tech company’s coders and marketers don’t sync. Features miss the mark because leaders didn’t bridge the gap, info is missed—wheel’s cracking.
3. Leaders Go Quiet (No Ownership)
If leaders stop communicating the goal, the team’s rudderless.
Example: A CEO pushes “client trust” but stops mentioning it, focusing on a new product. Staff’s confused, spokes snap.
How Leadership Fixes Communication to Save Alignment
Leaders own the table—here’s the playbook to set it right and keep it steady:
Call the Play Clear (Clarity)
Leaders set a razor-sharp goal. “Grow subscribers by 10% in Q2” beats “get bigger.” Communicate it “loud”—meetings, emails, boards.
Fix: Turn “be better” into “respond to clients in under 4 hours.” Blast it weekly, no fluff.
2. Huddle the Whole Squad (Inclusion)
Leaders get everyone in the play, like a football team syncing in the huddle. Use workshops or quick polls to hear the team. Back to mom, “treat people how you want to be treated.”
Fix: Run a session to shape “client trust.” Let staff pitch ideas—spokes lock in tight.
3. Keep the Signal Strong (Relentless Communication)
Jocko’s about hammering the mission. Leaders repeat the goal daily—stand-ups, texts, visuals. No jargon, just the play, clear as a whistle.
Fix: Use a Slack channel to track “response time” goals. Daily updates keep the hub alive.
4. Reward the Right Play (Unity)
Leaders communicate how rewards tie to the hub. If it’s “team wins,” bonus collaboration, not solo stats.
Fix: Announce bonuses for team retention wins, not just sales.
Real-World Impact
On the Field: A football team targets “zero turnovers.” Bad matchups and calls from coaches leave players confused, causing errors. More focus time and clear signals fix it—they go turnover-free for the playoffs.
In the Office: A startup aims for “15% growth via partnerships.” Shoddy communication sparks team rivalries. Leadership resets with daily updates and group goal-setting—they hit 17%.
In Life: A family wants “weekly dinners.” No follow-up leads to missed nights. A group text and clear plans realign everyone—dinners become a ritual.
My Call
Alignment’s about setting the table right—eyes on a clear hub. Bad communication—fuzzy calls, no input, weak signals, wrong rewards—is the root of misalignment, and leadership has to own it. It’s on the lead to call the play loud, bring the team in, and keep the signal strong. Mom’s wisdom—treat people right—means communicating with respect, not leaving them guessing. Screw it up, and you’re stuck in a mess, with spokes pulling every which way. Get it right, and your team’s a unit, ready to execute. Leaders, step up, call the play, and keep the table steady and let the players play to win.