The major cause of unsatisfactory performance isn’t the people or the management. It’s faulty communication of performance and role expectations. Unclear roles are like sand in the corporate gears. The more muddled expectations there are, the higher the cost in wasted resources, limited performance and continual problems. Clarifying clears these problems away and enhances performance.

Profiling roles correctly takes time and effort. Fortunately, PNA’s ROLESCRIPT™ process provides a quick and easy way to profile any role and create proper alignment. ROLESCRIPT™ produces better alignment, retention and performance.

Learn more about ROLESCRIPT™ here.


Faced with conflicting demands at every moment, managers need to know where to direct their attention to get best results. PNA’s reports show them plainly where they need to take action: to remove blockages, restructure damaged reporting links and refocus key individuals.

PNA’s powerful system of team and organizational performance metrics pinpoint the factors that contribute most to facilitating or blocking progress.

Performance enhancement will provide a fresh impetus to performance, alignment and results. Only firm knowledge of what is truly driving your organization will generate outstanding performance in a world shaped by unpredictable events. You must understand where you are starting from, what will help you move ahead and what blocks or deeply formed habits are holding you back.


Misalignment is the single most common cause of limited results and productivity. When teams are misaligned, there is continual confusion around what needs to be done. In most cases, the problem arises from a simple mechanism: the human tendency to assume that others think and feel much as we do. Instead of checking out our assumptions we act on them. Sometimes whole segments of an organization are out of alignment with the direction the rest are taking, producing significant blockages to progress.

These typical patterns of under-performance are all caused by misalignment:

  • Internal misalignment: Individuals or cliques within the team itself are in conflict with one another, or the team and its leader are misaligned
  • External misalignment: the way the team works is in conflict with other teams, senior management, suppliers or customers.
  • Strategic misalignment: the team’s actions are not aligned with the strategy of the business.

Alignment workshops combine factual information with non-judgmental exploration. Even successful teams benefit from periodic realignment. Like any piece of machinery in constant use, things wear out and slip from their proper positions.