Ever had one of those days where work feels like an uphill battle? Deadlines slip, projects veer off track, and frustration builds.
At first glance, the easy answer—the one most people lean on—is “miscommunication.”
However, let’s be honest—that’s a cop-out.
The real issue isn’t just that people aren’t hearing each other. Instead, it’s that they aren’t aligned. There’s a disconnect.
Misalignment happens when people think they’re moving in the same direction but don’t share the same definitions of priorities, expectations, or success.
As a result, the costs are steep: fractured trust, constant rework, decision-making gridlock, and a workplace where frustration replaces momentum.
To address this, the solution isn’t simply clearer communication. Rather, it’s learning how to repair when things go off track (because, at some point, they will).
It’s really understanding that repair is a two-way street. Getting on the same page isn’t just the leader’s responsibility or the employee’s—it requires proactive effort from both.
So, the real question is, how do you do it?
Misalignment Feels Like a Logistics Issue—But It’s Really a Leadership Issue
When teams keep getting stuck in the same frustrating cycles, the problem usually isn’t laziness, incompetence, or a lack of care.
It’s deeper than that.
Here’s what’s really going on:
- Leaders assume their team understands the full context. Most employees don’t have access to all the moving pieces that shape decisions and priorities.
- Employees assume their leaders understand the actual workload. Many leaders, juggling unseen pressures, unintentionally pile on more without realizing the impact.
- Everyone assumes they’re being clear. Words like “priority” or “urgent” mean wildly different things depending on past experiences and company culture.
- People default to survival mode. When overwhelmed, teams stick to habits and assumptions instead of pausing to clarify.
- Some people protect their own interests. Office politics, fear, or competing agendas can lead to withheld information and decisions that create conflict.
Misalignment lives in the gaps between assumptions. And if both sides aren’t actively working to close those gaps, the cycle continues.
Real-World Misalignment—and How Leaders and Employees Repair It
Scenario #1: “Everything is urgent” (except it’s not)
The Manager’s Perspective: Sonny, a healthcare manager, was frustrated that her team kept missing deadlines.
The Team’s Perspective: The team was overwhelmed because two different executives gave them competing “top priority” projects—without aligning.
The Rupture: The team stopped leadership because no matter how hard they worked, they still ended up in trouble.
Repair for leaders might sound like:
- Who else has given the team priorities?
- What’s actually urgent versus what just feels urgent? And why?
- What’s the consequence if we push this deadline? Does that hurt us or the organization? If so, how? Or does it just feel uncomfortable?
Repair for employees might sound like:
- I’ve been given two competing priorities—can you clarify which takes precedence?
- If both need to happen at the same time, are there resources or adjustments we can make to meet the deadlines?
- Here’s my understanding of what’s urgent—does that align with your expectations?
By fixing the process and building clarity, the team cut down on confusion, improved morale, and rebuilt trust.
Scenario #2: “Be creative”(but not really)
The Manager’s Perspective: A marketing leader told his team to “be creative” on a QBR deck. They spent four days finding pictures and perfecting animations, colors, and fonts.
The Team’s Perspective: They thought they were delivering above-and-beyond work—only to find out he just wanted three bullet points.
The Rupture: The team started feeling resentful—why put in extra effort if it’s just going to be dismissed?
Repair for leaders might sound like:
- When I say ‘be creative,’ I mean three different options for messaging—not a full design overhaul.
- Before going all-in, send me a rough version so we can align.
Repair for employees might sound like:
- When you say ‘be creative,’ do you mean visuals, messaging, or both?
- Before we dive deep, can we share an outline or mockup to confirm direction?
- What’s the most important outcome for this project—engagement, clarity, or design?
By clarifying expectations before the work started, he saved time and avoided unnecessary frustration and rework without shutting down creativity.
Scenario #3: The micromanagement trap (and how to step out of it)
The Manager’s Perspective: A VP at a financial services firm said: “If I don’t stay on top of my team, things fall through the cracks.”
The Team’s Perspective: They weren’t sure how much decision-making power they had, so they deferred everything to him.
The Rupture: The team stopped making decisions altogether. It felt safer to ask than to risk being wrong.
Repair for leaders might sound like:
- For this project, I want you to own the specific pieces of the process. As you get more involved, we’ll give you more ownership.
- I’ll check in at X points, but you don’t need my approval on every detail.
- If you hit a roadblock, bring me two possible solutions instead of just asking me what to do.
Repair for employees might sound like:
- Do I have full decision-making authority here, or are there specific parts where you want input?
- Would it be helpful if I checked in at key milestones, or should I bring the full project to you when it’s complete?
- If I run into a challenge, what’s the best way to handle it—bring options or escalate immediately?
Once ownership was clear, micromanagement decreased and trust increased. The team moved faster and with greater confidence.
Repair Is a Two-Way Street
Repairing misalignment doesn’t just happen—it takes proactive effort from both leaders and employees.
For leaders, it means:
- Dropping ego and defensiveness—because feedback isn’t a personal attack.
- Asking better questions like, “What do I need to know that I might be missing?”
- Creating a culture where feedback is safe and expected.
For employees, it means:
- Advocating for clarity. For instance, using phrases such as, “Does this mean pause other work, or balance this alongside?”
- Communicating early. “If I prioritize this, what trade-offs should we discuss?”
- Taking ownership. “Here’s my plan to tackle this—does that align with your vision?”
Alignment isn’t just about setting clear priorities. It’s about building trust and creating an environment or culture where collaboration feels easier—not harder.
Who This Work Is For
If you’re ready to break the cycle of misalignment and repair the disconnection, here’s what to know:
I work with leaders and teams who:
- Value results and relationships equally.
- Are open to looking at their own blind spots.
- Want tools and frameworks to make work easier—not just faster.
This isn’t about finger-pointing or quick fixes—it’s about creating sustainable alignment that improves trust, collaboration, and outcomes.
How Is Misalignment Impacting Performance, Working Relationships, or Influence for You or Your Team?
If you or your team feels stuck or out of sync, here are some question to ask yourself:
- What assumptions are going unchecked?
- What uncomfortable conversations are being avoided?
- How can we repair trust while realigning expectations?
When alignment is strong, work stops feeling like a fight. Decisions get clearer, execution gets smoother, and results happen without all the frustration.
Tired of the same frustrating loops and want help breaking the cycle, let’s talk: Schedule a Maximizer Discovery Call.
About Donell Hill (aka “Donnie”) and Life Maximizer
Donell Hill (“Donnie”) is the Founder and CEO of Life Maximizer, a coaching and consulting company dedicated to helping leaders and organizations create meaningful impact while prioritizing well-being and sustainability. Combining over 15 years of experience with a trauma-informed approach, Donnie works with executives, business owners, and rising leaders to develop clarity, resilience, and authentic leadership practices.
Through workshops, coaching, and tailored strategies, Donnie equips his clients with the skills, insights, and practices to lead with confidence, communicate effectively, and cultivate lasting fulfillment in their careers and lives. Life Maximizer has partnered with leaders from companies like Atlassian, Grammarly, Stripe, Instacart, and UCSF to foster cultures of care, trust, and excellence.
Donnie’s mission is simple yet powerful: to see leaders joyfully succeed— to see them well-rested, well-paid, and deeply appreciated—not just for their productivity, but for their humanity.