There are a few ways to create an aligned workforce.
Whim is what you’re most likely to see. “Do what I say. Wait, no, not like that!” Etc. Barely any briefing. No backbriefing. Just listen to what I say, even if I don’t know what I want, and if anything goes wrong... I’m going to bring the hammer down and correct you.
It’s mostly me —> you, me —> you, me —> you.
Neglect is also popular. “Figure it out.” “Don’t bring me problems. Bring me solutions.” Also barely any briefing. No backbriefing. Just do your thing. And if anything goes wrong, don’t bother me. “You’re hereby empowered. Good luck.”
It’s just you.
Order Inversion is the David Marquet “Turn the Ship Around” style of idealized command and control. Hierarchical decision-making done well. My thought process has been so thoroughly ingrained in my subordinates that they know how to think like me and will proactively propose actions. They’ve been briefed on what we’re here to accomplish. They say: “I intend to turn us starboard 15 degrees. Here’s everything I think you’d want to know to feel confident in that decision.” I say: “Very well.” It’s an approval, so responsibility remains mine. If anything goes wrong, the process can be repeated, or I can correct on the spot.
It’s some me —> you, but mostly you —> me.
Intent Replication is a bit different. I brief you on what I want us to achieve, as well as the higher intent behind it — why it matters. Then you backbrief me, translating it into your own words and rehearsing what you intend to do in relation to my intent. “Here’s what I intend to do, why that makes sense, and the support I need.” I’ll hear your intent, gauge whether I need to clarify anything, coach you on anything, or do a better job setting boundaries and freedoms. Responsibility is still mine, but it’s yours, too. If anything goes wrong, you’re going to handle it without me involved, because you have intimate understanding of my intent (i.e., you can take initiative).
Me —> you —> me —> you.
Intent replication is much of how we train leaders to create alignment. It’s a lot of feedback loop closure, while instilling the qualities of leaderly thinking into the ranks. High alignment, high autonomy, high reflection on consequences.
Forgive any imprecision here. There’s a lot to it.
Ben and David
StrategyTeaming.com