MaxiMeyer.com

In a perfect world:

• I know the goals and purpose of my organization
• I know my role and how it fits within my organization
• Based on the organization goals, I collaborate with my team to create my initiatives
• I identify the tasks, calendar scheduling, and priorities to carry out these initiatives
• While keeping these initiatives visible to myself, I execute my objectives
• These newly completed projects are made public to key stakeholders within my organization
• I’m updated with other initiatives completed by my team
• I realign with the goals and purpose of my organization and leadership and repeat the process

In the real world

• Organizations don’t have clear goals or a concrete vision of who they are and why they exist
• People are operating without a clear job description or clear measurable objectives of how they fit in the big picture
• Their team doesn’t have defined roles either, so people really focus only on what they do
• People fill their days with tasks that keep them busy and they feel as if they are productive
• People continue to react to the day to day demands and feel like they are doing a great job because of how busy they are
• When asked what was accomplished, managers don’t understand why “nothing is getting done” and why things take so long
• Edicts come down from management, people are frustrated and hate their jobs, organizations spin their wheels, there is no growth
• People realign with what perception they need to maintain to keep their jobs, get a paycheck, and wish they had other options

No matter what character you are in the story, as leaders, we must do better. We can lead up, lead down, lead across, and lead ourselves. How are you doing?

I don’t always agree with my leadership. That goes for work, church, government, or any other organizations I’ve been a part of… I have an urge to make sure my peers around me know that I don’t “agree” with some decision being made or roll my eyes at the latest “edict” from above… but that may be dead wrong.

Most of the time, business plans, ministry methodology, or Parent-Teacher Organization (PTO) plans are not revolutionary. They’re not flashy. They’re just OK. I’m guessing most of yours are too.

However, if you apply an aligned team to mediocre plans- great things can happen. The same is true of many products. Average restaurant food with a great staff can= a great experience.

Our leaders need our support despite their mediocrity at times. Whatever we choose to be a part of, we should choose to align with its leaders so greatness may happen.

• It’s been said, “leadership teams can yell and scream at each other within the boardroom but when they come out…they should choose to align to the vision/plan regardless of their personal views”
• Sometimes, brown-nosers and “yes” men are absolutely right
• My church doesn’t need another critic, it needs me to jump in and be part of the solution
• My owners don’t need me to buck their initiatives, they need me to be a driver
• Choosing to be “aligned” is a conscious choice that is made daily to every organization you’ve chosen to be a part of
• Alignment is knowing when and how/whether to voice your ideas, concerns or disagreements
• I need to know who my “first” team is and be completely aligned with them
• My frustrations need to have a neutral, healthy outlet (or as Wayne Cordeiro would say, a lightning rod) so I don’t bring negativity to the team
• Normal is being a water cooler critic, a maximizer aligns with a vision

The day we can no longer align with our team may be the day we need to move on to a different vision, job, or church. And if you leave, leave well without leaving landmines or toxicity to those who remain. I’m assuming you had a reason to be where you’re at today… are you a supportive, aligned driver or are you the hurdle, elephant-in-the-room dissenter?

Part of maximizing our lives is maximizing the things we’ve chosen to be a part of… sometimes it’s simply choosing to align.