Most executive teams believe they’re aligned.

They’re not.

No one is necessarily wrong. They’re carrying different assumptions about priorities, ownership, and what “success” actually means — and no one sees it clearly enough to name it without tension.

The Alignment Readback uses a structured questionnaire and facilitated readback to make misalignment visible using the team’s own words. Over six weeks, leaders move from assumptions to shared clarity and leave with truly agreed-upon objectives so a new kind of momentum is sparked.

Purpose:

Surface where executives are not aligned — using their own words — and translate that into a attainable set of shared, actionable objectives.

What this is:

A structured alignment process that reflects the leadership team back to itself. Leaders see, side-by-side, where their assumptions, priorities, and interpretations differ — without debate, blame, or theatrics.

How it works:

• Executive team members complete a structured questionnaire

  • Where leaders agree

  • Where they don’t

  • Where expectations are misaligned or undefined

• I facilitate a series of working sessions to read the data back to the team and guide alignment

What I do:

• Design and administer the alignment questionnaire

• Analyze patterns across responses

• Read the findings back to the team in clear, neutral language

• Facilitate alignment conversations grounded in the data

• Help the team make explicit choices and tradeoffs

What leaders do:

• See their own words reflected back

• Confront gaps in alignment without personal defensiveness

• Decide — together — what actually matters

What teams leave with:

• 4 – 6 truly agreed-upon objectives

• Clear ownership and decision boundaries

• Shared understanding of priorities and success

• Reduced rework, second-guessing, and quiet friction

Best for:

• Executive teams who think they’re aligned but feel drag

• Leadership groups chasing decisions instead of leading the work

• Organizations where accountability is slipping despite good intent

Format:

• 6-week engagement

• Questionnaire + synthesis

• Facilitated alignment sessions

• Clear written output

Outcome:

Executives stop assuming alignment and start operating from it. Decisions move. Accountability stabilizes. The team leaves on the same page — because they built it together.