Review
Module 8
Review
Look over what has been done and critically analyse it.
Re-work
Make suggestions for consideration in executive discussions.
Refine
Bring refined versions ready to optimise and finalise together.
Alignment heat map
It’s easy to assume alignment at the top but even the strongest executive teams can find there are hidden gaps: differences in understanding, commitment, or priorities that quietly slow down momentum.
Taking a moment to step back and assess where you are aligned — and where you’re not — creates the clarity and focus needed to lead more powerfully as a team. It helps ensure that when the leadership team steps forward together, it does so with one voice and one direction.
That’s what this activity is designed to do: surface your own view of where the leadership team is strong, where alignment is tight, and where there may be differences to work through.
Before the executive session, complete the leadership alignment heatmap individually.
You’ll be asked to rate a series of statements covering vision, strategy, TBL commitment, leadership behaviours, and overall alignment.
For each statement, rate your level of agreement.
For any areas where you rated Somewhat agree or lower, get ready to discuss where you see gaps, risks, or opportunities to strengthen alignment.
Be honest and reflective, this is not about individual performance, it’s about surfacing how aligned we are as a leadership team so we can move forward with clarity.
These statements are not soft, they are not just tick boxes. They will help you assess if the current team you have is capable of doing what you, as the executive, and your business needs.
Once you have completed this, you will be more equipped to get leader buy-in and mitigate any risks from misalignment.
Change on a page
Even when change is positive — a clear direction, better outcomes, more impact — it can feel disruptive if it’s not well led. People need clarity on what’s changing, why, and what it means for them, or they’ll fill the gaps with their own stories.
Strong leadership during change is about alignment, consistency, and clarity of message, giving people a clear, simple story they can understand and trust.
This activity is about helping you, as an executive leader, get clear on how you’ll communicate and drive the change ahead, so it lands well, and builds momentum.
While we know we are still working on the strategy and rollout feels a way off yet, many businesses make the mistake of leaving their change plan until last, or not doing it at all, then thinking they can roll out as soon as they have a strategy on paper. Your change messaging, your bid for buy-in starts now.
Ahead of the executive session, review the ‘Change on a Page’ template provided below.
Read through each section of the template, it outlines the core elements of the change we are driving as a leadership team.
Reflect on how this change will land across the business and within your own area:
What will people need to understand?
Where might there be confusion or resistance?
What messages will resonate most with your teams?
Where will leadership behaviours matter most?
Bring your thoughts and questions, ready to discuss, to the exec session, and work through the template together.