Alignment is the name of the game, but as you may know from my book, The Culture Blueprint, you can’t force anyone or it will not work. Alignment is about a) making the vision clear and b) removing the obstacles to create a true option.
Here is how you do it:
I thought of this on the spot when I met with a leadership team that was arguing. I was amazed that the acronym spells my name.
Do you have a request of someone else on the team, or the entire team? The more specific the better. This can be for resources, permissions, or anything else.
Someone may feel they are undervalued and want to participate more. In this case they can offer time, people or resources to anyone else.
Do you have a boundary that is being crossed? This can be a limit in spending, or use of your team, or a policy or a principle.
3. Go Around the Table
Ask if each person is all-in. If they are, go to the next. If not, ask them to consider one of the following:
Once they do this, and the element is agreed upon by the respective person they address, you then ask again: Are you all-in?
This may take several rounds because new things can come up, or someone may have a new offer once they hear another’s request.