Examine the behavior behind the plan
An executive team may agree to prioritize an enterprise initiative while individual leaders retain people for their own work. Assess whether the culture rewards collaboration, surfaces unwelcome news, and holds commitments accountable. The gap between stated agreement and action is where alignment often weakens.
Identify the cultural friction
Review decision-making, empowerment, communication, recognition, and relationships. Ask whether urgency overwhelms evidence, whether teams feel safe escalating issues, and whether the organization values heroics more than repeatable teamwork.
Build practical safeguards
Regular portfolio reviews, clear decision rights, and dedicated leadership can reinforce shared priorities. Executives must follow the same rules they establish for others. Visible exceptions for favored projects undermine trust and can widen small leadership differences into major organizational conflicts.