10 Tips to Align Your Goals, Priorities, Actions, and Company Culture

What if there was a magic concept that you could employ that would powerfully align your goals, priorities, actions, and company culture?

In other words, your company would invest its best resources in alignment with its top goals. And each of your team members would act daily in accordance with these priorities, letting them guide their actions and execution. And finally, as a company, you’d hold to this discipline long enough that this pattern of behavior would become the norm for your company.

Well, there is just such a magic concept and it’s called “coherence.” Coherence is a term from physics that refers to light waves being in sync with each other—strengthening and reinforcing one another.

In the context of your business, coherence means the core parts of your business are all in sync—supporting and reinforcing each other.

Too many companies have great goals on paper, but don’t act in alignment with those goals, values, or priorities. These underperforming companies allow their efforts to become fractured and scattered—often working at cross purposes.

The most successful companies align all moving parts to achieve their top objectives in a way that’s consistent with their core values and priorities. While simple to understand, this concept is often hard to implement.

10 Tips to Bring Your Company Into Coherence

  1. Get clear on your goals and priorities. Many companies underperform simply because their goals and priorities are unclear or poorly defined.
  2. Propagate your goals and priorities throughout your organization. Everyone on your team needs to understand and buy into them.
  3. Spot check your team’s understanding. Ask, “Paul, what do you see as our company’s top three goals?” If the answers are unclear or inconsistent, use this moment to coach and realign.
  4. Help your team align their goals to the company’s. What do your company’s top two goals mean for operations, accounting, or sales? Make it relevant for every department and role.
  5. Translate goals into observable behaviors and concrete actions. Define what alignment looks like over the next 90 days in terms of behavior and execution.
  6. Review alignment regularly. Management should assess company and department behavior monthly (or bi-weekly) to ensure consistent alignment. Use misalignment as a coaching opportunity.
  7. Apply gentle pressure—relentlessly. Culture shifts take time. Be patient but consistent in nudging behaviors in the right direction.
  8. Celebrate stories of alignment. Share wins, case studies, and small victories that demonstrate alignment in action. These stories help shape the culture.
  9. Be the role model. Your consistency is key. If your actions don’t align with the company’s priorities, your team will notice—and lose trust.
  10. Use tough moments to reinforce culture. When you make a hard decision aligned with your values, it speaks volumes. These are the moments that define your culture more than a dozen easy choices.

Is this easy? No.

Is it worth it? Absolutely.

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Keywords:
executive coaching,
business coaching,
business coaching program,
build a business not a job,
company culture, grow your business,
negotiation