What to do when you’re in misalignment with senior leadership

Today, I want to explore a scenario that many of us encounter at some point in our professional journey: finding ourselves in misalignment with senior leadership styles and values of our senior leaders. It is a challenge being a leader and navigating the complex terrain of organisational dynamics on the best of days, so when you are a leader who works with a senior leadership team (or C-suite) who have an opposite view of leadership than you, the challenge magnifies. So, let us explore how to navigate this challenging situation with grace and integrity.

The conundrum of misalignment

So let us say that you are a leader with a clear vision of the kind of leader you aspire to be. As you look to your senior leaders for guidance and inspiration, you find yourself confronted with a stark reality: their leadership styles and perhaps even their values are the exact opposite of what you aspire to embody. Perhaps they favour top-down decision-making, hierarchical structures, or a command-and-control approach that feels out of sync with your values and beliefs. And I am not talking about leaders that break the law, such as bullying, harassment or racist behaviours.  I am alluding to leaders who perhaps exhibit other behaviours such as undermining, politicising encounters or creating conflict within the ranks as a way to “motivate” their staff.  If you have read this far, I think you know what kind of leaders I am talking about. 

So, let us press on.

The inner conflict: Stay true or conform?

In the face of this misalignment, I think it is natural to feel a sense of inner conflict. Do you stay true to your authentic leadership style, even if it means swimming against the current of organisational culture? Or do you succumb to the pressure to conform, sacrificing your values in the pursuit of alignment with senior leadership?

If you had asked me six years ago, I would have said there is a values clash, and one has only two options in that scenario: leave or reconcile. I have since mellowed from that view and suggest there is also a middle ground to consider (assuming there are good reasons for you to stick around and work through the misalignment).   

So, assuming you want to stay, I suggest navigating this conundrum requires a delicate balance between authenticity and adaptability. While staying true to your core values and leadership principles is essential, I think it is also important to recognise the realities of organisational dynamics and the need for strategic alignment with senior leadership. Here are some strategies to explore.

Start by seeking common ground

Seek areas where your values and objectives align with those of your senior leaders. Focus on building bridges rather than erecting barriers, fostering open dialogue, and cultivating a spirit of collaboration and mutual respect.  Ask them what their definition of leadership is and what they value and see if there are common grounds there.

Lead by example

As a leader, you can influence the culture and dynamics within your sphere of influence. As someone once said, they might not be your teachers, but you can be theirs.  So instead of waiting for senior leaders to change, lead by example and model the kind of leadership you wish to see within your team or department. Let your actions speak for the type of leader you want to be. It becomes apparent very quickly that you are a different kind of leader. 

Seek allies and advocates

Remember, you are not alone in this journey. Seek out allies and advocates within the organisation—individuals who share your values and aspirations for positive leadership principles. This is one of the most underused strategies.  Build coalitions, form alliances, and leverage collective influence to champion your vision of leadership within the organisation.  Trust me, if you are feeling out of sync, there will be others who feel the same way.  Use your judgment and be discrete.

Courageous conversations

At certain times, navigating misalignment with senior leadership may require having difficult conversations. Approach these conversations with courage, empathy, and constructive dialogue.  Express your concerns respectfully, articulating your vision for leadership and how that might fit in with the culture your senior leaders aspire to create. I think of these as data-gathering conversations and will let you know whether there is an opportunity to realign…or not.

Embrace the growth opportunity

Finally, view this challenge as an opportunity for growth and learning. Embrace the discomfort of navigating misalignment as a catalyst for personal and professional development. Remembering that it is through experience and discomfort that we learn what works for us and what does not.

Navigating misalignment with senior leadership requires a blend of authenticity, adaptability, and courage. Stay true to your values, lead by example, seek allies and advocates, engage in courageous conversations, and view challenges as opportunities for growth. Please also remember that authentic leadership is not about conforming to the status quo but challenging it – not with an attitude of superiority, but with an attitude for inspiring change and creating a better future for yourself and those around you. Having said all of that, if you truly cannot see the misalignment correcting itself after exploring the above strategies, then you need to consider that you might just be a rose in the middle of thistles and must find greener pastures. Life is too short to be in an environment where leaders are heading in opposite directions.

And as always, if you invest in yourself, the rewards will be unfathomable.

Until next time.