12 Alignments

Purpose is key

Purpose is at the heart of the 12 Alignments. It provides the organization with its identity.

Why does an organization exist? The answer is part of its nature, its purpose. The purpose is comparable to an organism’s spine providing stability yet allowing for agility. This combination of alignment with flexibility is the basis for successful acting in a VUCADD environment. The individual members of the organization are connected to the spine like nerves conveying passion for co-creation. To be connected, all members must be aware of the entire system as well as their personal sense of purpose, which includes their key motivation.

A clear and present purpose at all levels is the prerequisite for a successful, agile organization. Purpose is also suited for indirectly steering corporate activities. When the purpose is activated and built into daily business routines, organizational members have a great degree of autonomy, a central element of the agile organization, while still being aligned. An organization that is unable to clearly grasp and feel its purpose cannot survive in the long-term. It will become meaningless.

The 12 Alignments Framework

an integrative, purpose-centered framework providing orientation in the transformation process
‘Purpose’ serves as a common reference point in a complex and rapidly changing environment
the framework considers all organizational levels and their interactions
it captures the connections between the mental, emotional and physical dimension
the framework brings guidance for cohesive action in an unpredictable world
it helps the organization to position itself clearly and identify areas for development towards greater balance and resilience
the methodology ensures a common language within the organization and thus facilitates cross-functional collaboration
it helps to monitor transformation and facilitates regular recalibration

The 12 Alignments provide the structure along which organizations can move on their transformation path towards greater agility. They serve as a compass. With impulses on HOW to change, they facilitate navigation and thus encourage moving forward.

COURAGE

The model provides a helicopter view by reducing complexity without over-simplification. It widens horizons with the integration of different levels and dimensions.

OPEN-
MINDEDNESS

The approach comprises the crystallization and clarification of organizational purpose. Thus, it helps stabilizing and energizing the entire organization.

RESILIENCE

Due to its multi-layered nature and multiple dimensions, the 12 Alignments facilitate the change of perspectives across levels, functions and units. Considering different views leads to better decisions.

APPRECIATION

The 12 Alignments model helps to ask the right questions in order to identify blind spots and pain points. This provides insights for selecting and prioritizing transformation work packages.

FOCUS

The approach comprises a portfolio of learning methods and tools that help to implement new behavioral patterns at individual and team level. Thus, it helps to make transformation happen.

ACTION-
ORIENTATION

With The 12 Alignments, the entire organization goes ‚CORAFA‘

Culture: Misalignment und Alignment

How does misalignment show in the dimension of culture?

Problems are solved with new rules (increasing rigidity)
Managers engage in frequent monologues
Allergic reactions to terms like ‘vision’, ‘strategy’, ‘change’
More talking than doing with endless meetings
Secrecy and gossiping
Conflicting information from different internal sources
Dragging discussions without concrete results
Constant postponement of meetings
Stalling decisions with the request for more facts and analyses
Frequent statements like:
- “Good employees must always be online.“
- „Anything can be fixed with processes.“
- “You can do anything as long as it doesn’t cost money.”

How does alignment show in the dimension of culture?

Frequent laughter in offices and on the corridors
Dedicated employees who come up with ideas for projects they would like to implement
Team members reflect regularly on how their activities are linked to their organization’s purpose.
Team members dare to say ‘no’ to a new task when they feel overloaded
Healthy distribution of projects within the organization
Access to all relevant information so that everyone is on the same page
The majority of people keeps calm in the light of unexpected changes
Teams generally are mixed in terms of age, culture, and disciplines
Lively coffee corners with visitors from all parts of the organization
Meetings are held inside or outside, be it sitting, standing or walking

The 12 Alignments in context

Organizations of the 21st century move to the rhythm of volatility, uncertainty, complexity, ambiguity, diversity and dynamics. This requires agility. Agility reduces friction between the inside and the outside and enables the organization to create products and services that really meet people’s needs.
The 12 Alignments is a methodology to help organizations navigate through the transformation towards more agility.

Contact us to find out how our approach works for your team or your company

info@koesterpartner.de

+49 172 7446822