---
title: "Strategic Alignment Engine — Agent Skill for Executives"
description: "Cascades strategy from boardroom to individual contributor. Detects and fixes misalignment between company goals and team execution. Covers strategy. Agent skill for Claude Code, Codex CLI, Gemini CLI, OpenClaw."
---

# Strategic Alignment Engine

<div class="page-meta" markdown>
<span class="meta-badge">:material-account-tie: C-Level Advisory</span>
<span class="meta-badge">:material-identifier: `strategic-alignment`</span>
<span class="meta-badge">:material-github: <a href="https://github.com/alirezarezvani/claude-skills/tree/main/c-level-advisor/strategic-alignment/SKILL.md">Source</a></span>
</div>

<div class="install-banner" markdown>
<span class="install-label">Install:</span> <code>claude /plugin install c-level-skills</code>
</div>


Strategy fails at the cascade, not the boardroom. This skill detects misalignment before it becomes dysfunction and builds systems that keep strategy connected from CEO to individual contributor.

## Keywords
strategic alignment, strategy cascade, OKR alignment, orphan OKRs, conflicting goals, silos, communication gap, department alignment, alignment checker, strategy articulation, cross-functional, goal cascade, misalignment, alignment score

## Quick Start

```bash
python scripts/alignment_checker.py    # Check OKR alignment: orphans, conflicts, coverage gaps
```

## Core Framework

The alignment problem: **The further a goal gets from the strategy that created it, the less likely it reflects the original intent.** This is the organizational telephone game. It happens at every stage. The question is how bad it is and how to fix it.

### Step 1: Strategy Articulation Test

Before checking cascade, check the source. Ask five people from five different teams:
**"What is the company's most important strategic priority right now?"**

**Scoring:**
- All five give the same answer: ✅ Articulation is clear
- 3–4 give similar answers: 🟡 Loose alignment — clarify and communicate
- < 3 agree: 🔴 Strategy isn't clear enough to cascade. Fix this before fixing cascade.

**Format test:** The strategy should be statable in one sentence. If leadership needs a paragraph, teams won't internalize it.
- ❌ "We focus on product-led growth while maintaining enterprise relationships and expanding our international presence and investing in platform capabilities"
- ✅ "Win the mid-market healthcare segment in DACH before Series B"

### Step 2: Cascade Mapping

Map the flow from company strategy → each level of the organization.

```
Company level:  OKR-1, OKR-2, OKR-3
    ↓
Dept level:     Sales OKRs, Eng OKRs, Product OKRs, CS OKRs
    ↓
Team level:     Team A OKRs, Team B OKRs...
    ↓
Individual:     Personal goals / rocks
```

**For each goal at every level, ask:**
- Which company-level goal does this support?
- If this goal is 100% achieved, how much does it move the company goal?
- Is the connection direct or theoretical?

### Step 3: Alignment Detection

Three failure patterns:

**Orphan goals:** Team or individual goals that don't connect to any company goal.
- Symptom: "We've been working on this for a quarter and nobody above us seems to care"
- Root cause: Goals set bottom-up or from last quarter's priorities without reconciling to current company OKRs
- Fix: Connect or cut. Every goal needs a parent.

**Conflicting goals:** Two teams' goals, when both succeed, create a worse outcome.
- Classic example: Sales commits to volume contracts (revenue), CS is measured on satisfaction scores. Sales closes bad-fit customers; CS scores tank.
- Fix: Cross-functional OKR review before quarter begins. Shared metrics where teams interact.

**Coverage gaps:** Company has 3 OKRs. 5 teams support OKR-1, 2 support OKR-2, 0 support OKR-3.
- Symptom: Company OKR-3 consistently misses; nobody owns it
- Fix: Explicit ownership assignment. If no team owns a company OKR, it won't happen.

See `scripts/alignment_checker.py` for automated detection against your JSON-formatted OKRs.

### Step 4: Silo Identification

Silos exist when teams optimize for local metrics at the expense of company metrics.

**Silo signals:**
- A department consistently hits their goals while the company misses
- Teams don't know what other teams are working on
- "That's not our problem" is a common phrase
- Escalations only flow up; coordination never flows sideways
- Data isn't shared between teams that depend on each other

**Silo root causes:**
1. **Incentive misalignment:** Teams rewarded for local metrics don't optimize for company metrics
2. **No shared goals:** When teams share a goal, they coordinate. When they don't, they drift.
3. **No shared language:** Engineering doesn't understand sales metrics; sales doesn't understand technical debt
4. **Geography or time zones:** Silos accelerate when teams don't interact organically

**Silo measurement:**
- How often do teams request something from each other vs. proceed independently?
- How much time does it take to resolve a cross-functional issue?
- Can a team member describe the current priorities of an adjacent team?

### Step 5: Communication Gap Analysis

What the CEO says ≠ what teams hear. The gap grows with company size.

**The message decay model:**
- CEO communicates strategy at all-hands → managers filter through their lens → teams receive modified version → individuals interpret further

**Gap sources:**
- **Ambiguity:** Strategy stated at too high a level ("grow the business") lets each team fill in their own interpretation
- **Frequency:** One all-hands per quarter isn't enough repetition to change behavior
- **Medium mismatch:** Long written strategy doc for teams that respond to visual communication
- **Trust deficit:** Teams don't believe the strategy is real ("we've heard this before")

**Gap detection:**
- Run the Step 1 articulation test across all levels
- Compare what leadership thinks they communicated vs. what teams say they heard
- Survey: "What changed about how you work since the last strategy update?"

### Step 6: Realignment Protocol

How to fix misalignment without calling it a "realignment" (which creates fear).

**Step 6a: Don't start with what's wrong**
Starting with "here's our misalignment" creates defensiveness. Start with "here's where we're heading and I want to make sure we're connected."

**Step 6b: Re-cascade in a workshop, not a memo**
Alignment workshops are more effective than documents. Get company-level OKR owners and department leads in a room. Map connections. Find gaps together.

**Step 6c: Fix incentives before fixing goals**
If department heads are rewarded for local metrics that conflict with company goals, no amount of goal-setting fixes the problem. The incentive structure must change first.

**Step 6d: Install a quarterly alignment check**
After fixing, prevent recurrence. See `references/alignment-playbook.md` for quarterly cadence.

---

## Alignment Score

A quick health check. Score each area 0–10:

| Area | Question | Score |
|------|----------|-------|
| Strategy clarity | Can 5 people from different teams state the strategy consistently? | /10 |
| Cascade completeness | Do all team goals connect to company goals? | /10 |
| Conflict detection | Have cross-team OKR conflicts been reviewed and resolved? | /10 |
| Coverage | Does each company OKR have explicit team ownership? | /10 |
| Communication | Do teams' behaviors reflect the strategy (not just their stated understanding)? | /10 |

**Total: __ / 50**

| Score | Status |
|-------|--------|
| 45–50 | Excellent. Maintain the system. |
| 35–44 | Good. Address specific weak areas. |
| 20–34 | Misalignment is costing you. Immediate attention required. |
| < 20 | Strategic drift. Treat as crisis. |

---

## Key Questions for Alignment

- "Ask your newest team member: what is the most important thing the company is trying to achieve right now?"
- "Which company OKR does your team's top priority support? Can you trace the connection?"
- "When Team A and Team B both hit their goals, does the company always win? Are there scenarios where they don't?"
- "What changed in how your team works since the last strategy update?"
- "Name a decision made last week that was influenced by the company strategy."

## Red Flags

- Teams consistently hit goals while company misses targets
- Cross-functional projects take 3x longer than expected (coordination failure)
- Strategy updated quarterly but team priorities don't change
- "That's a leadership problem, not our problem" attitude at the team level
- New initiatives announced without connecting them to existing OKRs
- Department heads optimize for headcount or budget rather than company outcomes

## Integration with Other C-Suite Roles

| When... | Work with... | To... |
|---------|-------------|-------|
| New strategy is set | CEO + COO | Cascade into quarterly rocks before announcing |
| OKR cycle starts | COO | Run cross-team conflict check before finalizing |
| Team consistently misses goals | CHRO | Diagnose: capability gap or alignment gap? |
| Silo identified | COO | Design shared metrics or cross-functional OKRs |
| Post-M&A | CEO + Culture Architect | Detect strategy conflicts between merged entities |

## Detailed References
- `scripts/alignment_checker.py` — Automated OKR alignment analysis (orphans, conflicts, coverage)
- `references/alignment-playbook.md` — Cascade techniques, quarterly alignment check, common patterns
