Spotting Misalignment and Tips to Fix It
Jan 31, 2026
So much of what we do as leaders lives in subtlety which makes recognizing problems early really hard. Most alignment problems don’t announce themselves loudly.
They don’t start with missed deadlines or declining results. They start quietly in meetings that feel off, in questions that don’t get asked, in energy that slowly drains.
The good news? Leaders who know what to look for can spot misalignment early and course-correct before it becomes costly.
Misalignment rarely looks like conflict at first. More often, it looks like compliance.
Here are early signals worth paying attention to:
1. Meetings Get Quieter—but Longer
People stop challenging ideas. Updates replace discussion. Decisions get delayed.
This isn’t harmony. It’s uncertainty.
When people aren’t sure what matters most, they default to playing it safe.
2. “Just Checking In” Becomes the Norm
You notice more follow-ups, more clarifying emails, more double-checking.
That’s not inefficiency: it’s a lack of shared understanding.
“The most important thing in communication is hearing what isn’t said.” Peter Drucker
When clarity slips, energy goes toward reassurance instead of progress.
3. Everyone Is Busy—But Progress Feels Slower
This one is super common.
People are working hard, yet momentum feels stalled. Tasks multiply, but impact doesn’t.
Misalignment creates motion without direction and that’s exhausting.
4. Emotional Signals Change
Watch for:
- Irritability where there used to be patience
- Withdrawal from previously engaged team members
- Cynicism disguised as humor
These are often signs of misalignment before they are signs of burnout.
Why Leaders Often Miss These Signals
Most leaders are trained to watch metrics not energy, clarity, or confidence. Many assume silence means agreement.
Patrick Lencioni reminds us:
“The absence of conflict is not harmony—it’s apathy.”
UGH! I hate apathy. When people are just indifferent, I believe nothing good ever happens.
Early misalignment lives in what people stop saying.
What to Do in Real Time (Without Adding More Meetings)
When you notice early misalignment, speed matters but so does approach. This has been a challenge for me in the past because I’m incredibly direct. I’ve learned, the hard way, that I have to present things in the way team members can receive it and not ignore it or shut down from it.
Here’s how effective leaders respond quickly.
Step 1: Name What You’re Observing (Without Blame)
Try language like:
- “I’m noticing we’re circling this decision, let's pause.”
- “It feels like priorities may be unclear. Let’s reset.
Naming the moment creates relief. People feel seen and safer to speak. The challenge is they often create excuses. I’m not good with excuses. I prefer people to own the situation and move on. I’ll call them out on it and try to get them to focus on what needs to change to create better results in the future. We can’t change the past and shouldn’t dwell on it.
Step 2: Re-anchor the Priority
Ask one simple question:
“What matters most right now?”
This question has saved my bacon many times. If answers vary, you’ve found the misalignment.
Alignment isn’t restored by explanation. It’s restored by shared clarity.
Step 3: Clarify What’s Not a Priority
This is the most powerful (and underused) move.
Say explicitly:
- “This can wait.”
- “We’re pausing this.”
- “This is important but not now.”
As Michael Porter, businessman and Harvard professor said:
“The essence of strategy is choosing what not to do.”
Letting go protects both performance and well-being.
Step 4: Invite One Concern You Might Not Be Seeing
Ask:
“What feels unclear or unrealistic right now?”
Then listen without correcting or defending. Again, this can be really difficult for me sometimes because I move fast and want to fix things as efficiently as possible and move on. However, our team members need us to meet them where they are. If we’re a pace car too far out front, they can feel like they’ll never catch up and ask themselves why they should even try.
Early course correction requires honesty more than authority.
How This Protects Well-Being (Not Just Results)
Misalignment forces people to:
- Guess at expectations
- Overwork to compensate
- Carry quiet anxiety about getting it wrong
Clarity does the opposite. When leaders address misalignment early, they reduce emotional load, not just task load.
A Simple Weekly Practice to Stay Ahead of Misalignment
End one meeting each week with this:
“Based on everything we discussed, what will you focus on next?”
If answers align, you’re good. If they don’t, you know what to do.
Alignment isn’t something you fix once. It’s something you notice and adjust early and often.
The best leaders don’t wait for breakdowns to lead. They pay attention to subtle signals, create space for clarity, and correct course in real time.
That’s how alignment becomes sustainable and how teams stay healthy while doing meaningful work.
I’ll wrap up this series next week. We’ll explore how leaders can rebuild alignment after trust has been strained because even strong teams stumble.
Until then, trust what you’re noticing. Misalignment whispers long before it shouts.