Alignment is The Name of The Game

How Leaders and Employees Can Grow by Finding Common Ground

Building a visionary company requires one percent vision and 99 percent alignment. —Jim Collins and Jerry Porras

IRL: Jamie Dimon’s Full-Time Office Mandate

Recently, Jamie Dimon reignited debates by talking about calling all JP Morgan employees back to the office full-time (Forbes). As someone who has navigated remote work, hybrid setups, and corporate life since the early 2000s, this hit close to home.

When COVID-19 changed the workplace, I was quick to critique companies clinging to old ways. But over time, one truth has become clear: corporations will do what they need to survive, and employees will do what they need to thrive.

So the ultimate question isn’t “Who’s right?”—it’s about alignment.

As an employee, ask yourself: Does this company’s culture align with your goals and aspirations? If not, find a workplace that fits. Yes, it might mean adjusting routines or even making tough personal changes, but misalignment leads to negativity—and negativity leads to burnout.

On the flip side, when your personal goals and the organization’s mission click, even a tough commute feels worth it. You’ll show up energized, not drained.

Here are additional articles on what JPMorgan’s is considering:

‘Five Is Ideal': JPMorgan Will Reportedly Follow Amazon, Walmart With Strict Return-to-Office Policy (Entrepreneur)

How JPMorgan is moving closer to 5 days a week in the office (Business Insider)

JPMorgan Chase requires all workers to return to office five days a week(The Guardian)

The Lesson: Creating Alignment as a Leader & Finding It as an Employee

For Leaders: Crafting Organizational Alignment

1. Start with Clarity
   Be crystal clear about your company’s mission, vision, and values. If your team doesn’t know what they’re working toward or why it matters, alignment becomes impossible.

2. Live the Values
   Make sure leadership reflects the culture you want to build. Employees mirror what they see, not what they’re told.

3. Personalize Growth Opportunities
   Regularly check in on what excites your employees. People thrive when they feel their personal goals are supported by organizational objectives. Alignment doesn’t mean conformity—it’s about collaboration.

4. Stay Open to Feedback
   Alignment is dynamic, not static. Invite honest input and be ready to adjust when team members raise valid concerns. Flexibility shows you value the human side of work.

5. Celebrate Wins (Big & Small)
   Acknowledge progress toward shared goals. Recognition builds morale and reinforces the connection between personal effort and organizational success.

For Employees: Finding & Sustaining Alignment

1. Define Your Non-Negotiables
   What matters most to you? Work-life balance? Growth opportunities? Mission-driven work? Identify these before you commit to a job.

2. Do a Culture Check
   During interviews, ask questions that reveal the company’s values in action. Example: “Can you share how the team handles disagreements or setbacks?”

3. Be Open to Adjustments
   Sometimes alignment isn’t immediate. Give yourself time to grow into the role and reassess periodically. If you’re evolving and the company isn’t, it’s okay to explore other options.

4. Don’t Bring Negativity to Work
   If you’re misaligned, address it or move on. A toxic attitude drains your energy and everyone else’s. Protect your well-being by seeking a better fit.

5. Celebrate the Wins, Too
   When your goals sync with the company’s, you’ll notice the effort feels lighter. Celebrate those moments—they’re proof you’re in the right place.

Alignment in The News

Leadership Team Alignment: Lessons From the Trenches (INSEAD). A conversation with top pharma CEO Elcin Barker Ergun on how aligning senior leaders will lead to organizational success.

Employee engagement tips from the C-suite (Ragan). Culture alignment drives productivity, and productivity drives business.

Herding Cats and Strategic Alignment (Marketoonist). Actual vs. perceived alignment.

Practicing what you preach: The impact of authentic leadership on organizational success (Fast Company). Aligning a leader’s beliefs, words, and actions is essential for maintaining credibility and trust within an organization.

Driving Organizational Alignment Around a New Growth Strategy (SHRM). Pivoting to a customer-centric strategy and created change throughout the organization and increased transformation success.

Final Thought

Alignment isn’t just a corporate buzzword—it’s the foundation of success for both individuals and organizations. Leaders who foster alignment create loyal, motivated teams. Employees who seek alignment thrive in their work and beyond.

Where do you stand?