Strategic alignment should focus on three key aspects: Synchronisation of vision, mission. Execution of strategy. Agreement on success. Realise that chaos is created when everyone is talking. Use online tools to collaborate, foster open sharing of information. Define roles and responsibilities: CEO: Leads the charge Board Chairperson: keeps things real. CFO: Focuses on risks. Board Members: Offer big picture advice. Work together on brainstorming the goals while planning for both short-term and long-term wins Get everyone involved in the decision making process, set clear criteria to rank the decisions Plan for regular strategy reviews, focus on perceived contingencies, tweak the plans accordingly Mix with peers for a brain boost

The irony is that I dealt with this as a consultant working with an executive team of a Nonprofit organization, not within my own Nonprofit journey. The officers, board, and team on the ground were all at odds with each other. I had to take each team separately, ask for their understanding of the bylaws and of the mission, vision, and purpose. We also asked them to agree that they would be respectful, actively listen to other's perspectives, and withold prejudicial comments and biases to foster safe discussions. Once we held some leadership & communication workshops, we were able to unite the group again and facilitate discussions that clarified roles, leadership expectations, and reviewed the mission, vision, and purpose.

If my board and executive team were at odds, I’d focus on three things: open communication, clear roles, and a shared vision. First, I’d hold a meeting where both sides can openly share concerns and ideas. Then, I’d clarify exactly where the board’s governance role ends and the executive team’s operational role begins. Finally, I’d guide both teams to agree on a clear mission and long-term vision they can all support. When communication is open, roles are clear, and everyone is aligned on the same goal, collaboration naturally follows.

In my experience, the issue is usually caused by a misalignment of organization goals. Facilitating open discussions, making sure everyone understands their role and the requirements of such roles helps a lot.