Are You Aligned With Your Role?

One of the most powerful questions professionals can ask themselves is:

“How aligned am I with what my role and organisation need right now?”

When there’s strong alignment, you feel energised, motivated and resilient. When you’re not, disengagement, stress and burnout often follow, and research shows these are key drivers of turnover.*

So how can you recognise when things aren’t quite right, and more importantly, what can you do about it?

Early Signs of Misalignment

Misalignment doesn’t always mean you’re in the wrong job. But it can signal untapped potential in how responsibilities are structured or how work is approached. Some common indicators include:

• Energy dips when tackling certain recurring tasks.
• Procrastination or frustration with projects that don’t play to strengths.
• Loss of confidence when expectations feel far from your preferred working style.
• Spotting these patterns early opens the door to constructive conversations about role clarity, skill-building and support.

Psychometric profiles, such as the Team Management Profile (TMP), offer a structured way to identify where alignment is strong and where gaps lie. This provides a clearer framework for action at the team or individual level.

Practical Strategies to Realign

Most misalignments don’t require a career change. Small, targeted adjustments often help professionals regain momentum and grow into their role. For example:

• Redesign draining tasks: Handover, share, rotate or add support where possible.
• Take it in small steps: Break unfamiliar tasks into manageable parts so they feel less overwhelming.
• Seek and create opportunities for mentoring: Ask a colleague who is strong in that area to share their approach, it speeds up learning and builds confidence. Teaching others also solidifies knowledge.
• Build a constructive feedback loop: Encourage a culture where managers offer regular, positive feedback that highlights progress and offers practical next steps.
• Celebrate small achievements too: When someone is developing a new skill, recognising progress at each milestone, not just the end goal, reinforces growth, builds confidence and helps sustain motivation over time.

The key is balance. High performers spend most of their time on work that energises them, while still stretching into less comfortable areas to expand their resilience and adaptability.

Take the Next Step

If you’re curious about exploring role alignment and team performance further, we can help. Whether you’re looking to:

• Run a team development session using our frameworks,
• Connect with a local leadership consultant, or
• Become accredited in one of our psychometric tools,

we’ll guide you to the right next step.

Enquire now to start your journey

*Research referenced:

• Motivational Incongruence and Well-Being at the Workplace: Person-Job Fit, Job Burnout, and Physical Symptoms (Brandstätter, Job and Schulze, 2016)
• A study of the psychological mechanisms of job burnout: implications of person–job fit and person–organization fit (Panpan Zeng and Xiaoli Hu, 2024)