When a North American mining company studied their own key data points, it became clear that something wasn’t working. Every year, their operation was growing simultaneously less efficient and more expensive. 

A few states away, a chain of retail apparel stores was experiencing a decline in both foot traffic and online sales. Their customer experience was clunky and outdated. In order to stay afloat in a competitive market, they’d have to find out how to appeal to their target market again. 

Meanwhile, a live events company specializing in music festivals was seeing a downturn in attendance as customers embraced virtual events. At the same time, operational costs continued to increase. They recognized that they would need to embrace the evolution of events in order to improve their profit margins. 

But just one year later, everything had changed. 

The mining company made an initial investment in IT infrastructure that reduced operational costs by 18%. By increasing technological capacity, they greatly improved their efficiency. This shift enabled them to pursue sustainable mining practices, earning them a valuable certification, reducing their environmental impact by 30%, and improving their reputation in the community. 

The retail chain realized that connecting with their audience through an omnichannel strategy was the best way to re-engage potential customers. Through comprehensive customer journey mapping, they increased online sales by 20% and improved customer satisfaction both digitally and in-store by 15%. 

The live events company embraced the digital world instead of fighting it. By implementing AR and VR into their events, they offered a fresh experience to ticketholders, improving sales by 25%. They also incorporated machine learning into their processes, which reduced operating costs by 20% the following year. 

How did these businesses know which changes to make? Why were each of their efforts successful? While all of these companies were dealing with unique challenges within their industries, they needed the same solution: organizational alignment. Implementing this business strategy brought unprecedented success to each of these companies – and it holds the same potential for countless businesses and communities today. 

What is organizational alignment? 

Organizational alignment is a business strategy that ensures every aspect of an organization works together effectively. This strategic alignment works in two directions — horizontally across departments and vertically from leadership down — in order to achieve a common goal. Businesses with strong alignment understand the importance of shared goals and clear strategy. They know that when everyone is pulling in the same direction and with the same enthusiasm, it’s much easier to find success. 

The benefits of organizational alignment are hard to overstate. When this synergy is implemented effectively, companies see higher rates of productivity, improved collaboration and problem-solving, and consistent top-quality work across departments. How can organizations implement this worthwhile strategy to attain company goals? It turns out, it takes the right kind of leader.

Qualities of Successful Organizational Alignment Leaders

Successful leaders in the workplace often hold admirable credentials. Perhaps they’ve earned a doctorate of education in leadership or worked their way into a leadership position at a prominent organization. But in addition to the skills found on their resume, these leaders hold several invaluable qualities, known as “soft skills,” that help them find success with organizational alignment. 

Communication and Collaboration

Many organizations are full of people with good ideas. What makes a good leader, though, is the ability to communicate those ideas effectively and inspire collaborative efforts to bring them to life. Even complex and difficult situations can be solved with effective communication and healthy teamwork. 

Integrity and Ethics

Cutting corners may appear to be effective, but good leaders know that following ethics and possessing integrity is best for business in the long run. When people know they can trust their leaders, the workplace becomes better for employees and stakeholders alike. Trust instills an atmosphere of productivity and alignment. 

Strategy and Efficiency

Strategic thinking provides a clear direction for an organization's vision. The best leaders can ideate strategies, implement them effectively, and make quick decisions that improve the organization as a whole. 

Resilience and Adaptability

No matter how brilliant a leader may be or how infallible a plan may seem, every organization experiences unexpected roadblocks. The mark of a good leader is found in someone who does not let vision crumble when this happens. Instead, they adapt, embracing needed changes to get the company back on track. This resilience inspires others to adopt the same mindset. 

Accountability and Growth

Even the best leaders make mistakes – and leaders who own up to failures and grow from them are those destined for greatness in the workplace. When leaders possess a sense of ownership, others also take on the mantle of responsibility for their own work. With this mentality, teams are more likely to achieve long term goals, manage change, and improve continuously.

Shifting Strategic Direction: Why and When?

Great organizational leaders do not look to shift strategic direction on a whim. Instead, they make strategic change when they sense one of these four organizational markers. 

Dated Strategy

Sometimes, a strategy that once worked flawlessly is no longer successful. Companies that hold on to past structures and strategy tend to get left behind as the world evolves. Good leaders are willing to shift strategic priorities when needed to achieve organizational alignment. 

Strategy and Vision Misalignment 

Often, an organization adopts a renewed vision. Leaders who are attuned to organizational alignment know that strategy must shift alongside that new vision. Internal conflicts between mission and vision bring productivity to a halt, stirring up frustration and confusion. Bringing alignment between vision and strategy, on the other hand, is a recipe for synergy and success. 

Industry Disruptions 

They say change is the only constant, and every industry experiences disruptions from time to time. When new technology revolutionizes a process, new market regulations require change, or another company uncovers a new competitive advantage, great leaders quickly jump into action. They know that disruptions, while uncomfortable in the moment, could unlock a new level of success if managed correctly. 

Market Dynamics 

Even without the suddenness of an industry disruption, market dynamics are ever-evolving. Leaders who aim for strategic alignment are always watching for changes in customer behavior or emerging market models that prompt internal shifts. 

5 Tips for Effectively Driving Organizational Alignment 

1. Determine organizational goals. 

Before an organization can be successful in its endeavors, success must be defined. Many companies struggle to meet objectives, work collaboratively, and maximize efficiency simply because they aren’t sure what goals they’re trying to achieve. Indeed emphasizes the importance of setting both “official” and “operative” operational goals. Official goals are typically long-term, publicly announced objectives, and operative goals are actionable internal steps that help an organization achieve them. 

Organizational goals can be as unique as an organization itself. Some common goals include: 

• Increased efficiency
• Better customer service
• Increased brand awareness
• Improved sustainability
• Increased profitability
• Higher employee satisfaction
• Increased security

2. Communicate effectively. 

Once an organization has clearly defined goals and objectives, it must communicate them just as clearly. This communication is often internally focused, ensuring that every team member is working toward the same goal. When results are achieved, some communication shifts outward, letting audiences know about sustainability or security improvements. 

No strategy can be executed well without excellent communication. Remember that organizational alignment often introduces new processes, workflows, and hierarchies into an organization. Leaders may encounter initial pushback or confusion. Inviting two-way communication into the process ensures that all parties feel heard, which helps them get on board with new objectives and operations. 

3. Provide support. 

After setting goals and communicating them clearly, organizational leaders must support their teams in implementing changes. Provide training and resources whenever possible, and keep channels open if employees have questions and concerns. 

The soft skills great organizational leaders possess will serve them well in this transitional time. Their own resilience, adaptability, and integrity will prompt others to embody these same traits. This fosters a sense of collaboration around a shared culture, not just a shared goal.

4. Commit to regular reviews. 

Once a strategy is in place, determine a plan to assess its success. The McChrystal Group, a consulting firm specializing in organizational alignment, has found that quarterly strategy reviews offer a rhythmic way to firm up timelines, identify sticking points, and track overall alignment progress on long term goals. 

5. Celebrate victories along the way. 

Great organizational leaders know that victory is not found in a single step. Along the road to achieving long-term goals and highly effective organizational alignment, there will be a few stumbles — but there will also be much to celebrate. Forbes studied the importance of celebration in the workplace and discovered that nearly 7 in 10 employees said they would work harder if they felt that their efforts were recognized and appreciated. Leaders should celebrate wins whenever possible to improve employee retention and boost workplace morale. 

Drive Positive Change in Any Field 

Organizational leaders can shape workplaces and communities for the better. If you’re ready to drive meaningful change, consider earning an online Ed.D. in Educational Leadership and Organizational Innovation from Marymount University. This unique program will empower you as a change agent ready to initiate and inspire change from within, no matter what organizational issues you face. 

The Ed.D. is the highest level of education for those who want to become innovative leaders in their work environments, with colleagues, or in the community. Typical Ed.D. programs require 4 years of study. At Marymount, a nationally recognized College of Distinction in Education and Business, you’ll earn a valuable degree 100% online in less than three years. With no GRE/GMAT requirement and quality coursework accessible from the comfort of your home or office, this degree program can support you in your career right away.

At Marymount, you’ll find a curriculum grounded in ethics and designed for change agents in every field. Supportive faculty and a diverse network will help you learn to implement change and foster innovation, and our Dissertation in Practice (DiP) emphasizes applying research and theory to solve a real problem facing your organization or community today. 

An Ed. D. from Marymount is the perfect next step for anyone who is ready to grow as a leader in your current career or pursue leadership in your chosen field. 

Connect with an enrollment advisor to get started. 

With the rapid adoption of ChatGPT and other large language models, the question of when AI adoption will reach critical mass has finally been answered. According to OpenAI’s own data, over one-third of college students report that they use ChatGPT regularly. A quarter of their time on the platform is related to learning and schoolwork. 

Now that the genie is out of the bottle, leaders in higher education are turning their attention to the second question: How will AI shape the way students consume and retain information? 

Most leaders in the field are optimistic about the changes ahead. According to a survey published in EdTech, the overwhelming majority of leaders in educational technology—97%—see AI as positively shaping the future of how people learn. But since AI systems will forever change education in ways we can’t completely anticipate, educational leaders need to be prepared to respond to the AI revolution—the good, the bad, and the complicated. To this end, it’s important to keep up to date with the very rapid shifts in this technology to determine how AI might change the future of education. 

1. AI Will Normalize Personalized Learning 

AI will give instructors the ability to deliver personalized, responsive learning experiences. These learning experiences are zeroed in on a student’s goals, strengths, knowledge foundation, and learning style. AI's influence will not just augment the classroom experience but will fundamentally reshape how knowledge is delivered, accessed, and applied, marking a new era in academia.

An AI system in education can analyze homework scores, test results, and even in-class participation and adjust a lesson plan accordingly. The technology can then provide an ongoing information stream of data-driven insights into the student’s progress. 

A systematic review published in Computers and Education: Artificial Intelligence analyzed 353 research papers on this topic that were published in English between 2019 and 2021 and spanned studies performed in the U.S., India, and China. The review concluded, “AI augments educational content, customizes it for any individual according to their needs, and raises the flag of caution for anticipated learning difficulties.” These authors believe this personalized delivery of material will change the role of teachers forever, writing, “This recalibrates the role of instructors as well as optimizes the teaching-learning environment for a better learning experience.

There’s Labster, which creates immersive AI science labs for college students. According to Labster’s case study in Dundalk, Ireland, 95% of students who participate in the types of hands-on virtual labs they offer said they had an enhanced level of confidence with experimental science. The platform adapts its content based on how the students interact with the software throughout the simulated lab, which could be why some Labster students say they have higher STEM grades and feel more engaged thanks to this approach.

Tailored, inclusive learning environments will be what students will expect in the coming years. But these innovations come with tradeoffs. Concerns over data privacy issues, accessibility of new technologies, and affordability will need to be addressed before personalized learning can become the standard. 

2. AI Will Reduce the Administrative Load on Teachers

Teachers enter education to empower and educate the next generation—not to push paperwork. But documentation has become a much bigger part of the teacher’s role over the last several decades. Administrative stress is one of the main causes of teacher stress and burnout. Perhaps unsurprisingly, job-related stress negatively impacts teaching performance and student engagement. 

AI in education is already streamlining the administrative process to make these requirements much less time-consuming. AI can schedule communications with parents, send out email reminders, manage data entry, and keep detailed records of student progress. At Georgia Tech, the Online Master’s in Computer Science program has incorporated a fully AI-driven grading and assessment model called Jill Watson— basically, the AI performs the role of a teacher’s assistant. As of right now, the program claims to have “jointly increased learner performance and teacher efficacy,” though the tool is still being tweaked as it is being scaled to reach more students. 

This means that educators will be more free to focus on students’ needs, incorporating insights from customized learning plans and dreaming up more creative ways for learners to consume and retain information. Increased AI efficiency could lead to a more stabilized teaching workforce, decreased job turnover, and increased job satisfaction from those in the field. 

3. AI Will Make Education More Equitable

The UN has issued a global alert on the shortage of teachers around the world, calling for 44 million teachers to fill the gap by 2030. But even if the teacher shortage continues, learning outcomes in developing countries may still see significant leaps forward thanks to the accelerated development of AI tools. 

In China, a tutoring company called SquirrelAi has already deployed tools to help more than 24 million students. SquirrelAi’s platforms have been trained on insights and learning behaviors from these students, which in turn makes the technology even better for the next round of learners who encounter it. Outside of China’s big cities, rural districts have had difficulty attracting and retaining high-quality teachers. But with the availability of SquirrelAi, at least one rural town has had success narrowing this learning gap. 

SquirrelAi is unique for several reasons— the company has access to huge datasets nearly from the outset, which has enabled their tools to learn and improve quickly. But the platform is also informed by what they call “master teachers,” experienced educators who provide insight from their years of experience with students in the field. As AI tools get faster, smarter, and less expensive, leaders in global education are hopeful that they can be deployed to assist students in areas where education has been traditionally difficult to access. 

4. AI Will Require Teachers to Navigate Ethical Concerns

The possibilities of AI in education are exciting but also loaded with ethical baggage. Artificial intelligence makes it easier than ever to learn new information, but it also makes it easy for students to mimic learning and, in the worst cases, to plagiarize. 

AI checker tools currently estimate that 3% of writing assignments are at least 80% AI-generated. Of course, students who are motivated to cheat have always found a way to do so. The question now is how teachers and administrators will respond to students who rely on AI as a shortcut to avoid doing their work.

These issues are part of the reason that nothing will ever replace a dedicated, student-invested, detail-oriented teacher. Leaders in the educational space will determine how students should use artificial intelligence tools and instances where these tools need to be regulated. Some schools have decided that punishments for relying on ChatGPT and other large language models will be swift, stern and unforgiving. 

However, some experts caution that punishing students for using AI ignores the reality that they will be encouraged, and maybe even expected, to use these tools once they enter the workforce. It’s a conversation that requires digital literacy, curiosity, and compassion—not to mention a deep knowledge of ethics in education. 

A doctorate in leadership can prepare you to lead in this new wave of change – and into the future, no matter where it takes you. 

Elevate your career with an online Ed.D. in Educational Leadership and Organizational Innovation

If you’re an educator paying attention to how AI is revolutionizing the field, you may want to consider pursuing an online Doctorate of Education (Ed. D.) in Leadership and Organizational Innovation from Marymount University Online. 

The coursework is 100% online and aligned with best practices and insights from influential thought leaders. MUO students learn to employ frameworks to solve real-world problems and leave a lasting impact, and the dissertation emphasizes applying research to practice. And since the Ed.D. candidates at Marymount University Online connect with a diverse national network of alumni and faculty from across the country, they are poised to be considered for all sorts of jobs. 

The Ed.D program at MUO is based on a unique forward-thinking format, created specifically for active professionals who are driven to make a meaningful impact in the field of education. Learn more today by clicking here. 

As the Executive Director of a charitable foundation and school for boys in need, Alexander Gagnet faces problems of practice daily. As an Ed.D. student, Gagnet stood at the intersection of academia and life as a leader, one who is continually sought for guidance and answers. That constant need for expertise and wisdom is precisely what drove Gagnet to pursue a doctorate of education—he wanted to develop skills that will directly influence his professional role.

For Chris Valadez, an Ed.D. was an opportunity to contribute meaningful work to a field in need of insight: online nursing education. Valadez aims to empower higher education faculty with strategies and tools for delivering top-notch online BSN programs. 

For both Gagnet and Valadez, the needs and stakes are clear. Gagnet works daily with boys who come from disadvantaged backgrounds, need individualized support and structure, but with the correct guidance, have remarkable potential to flourish academically, personally and professionally. Valadez sees a healthcare crisis and nursing shortage and has embarked on creating innovative online education as part of the solution. In Ed.D. terms, these identified concerns are called problems of practice that guide a Dissertation in Practice (DiP). Problem statements clarify an existing problem, provide context for it, determine a desired outcome and illuminate the gap between current reality and the desired future outcome. 

Professionals eager to make a positive impact in their field may find that an Ed.D. that includes a DiP provides them with a unique opportunity to consider, study, and address problems within their communities. Students in Marymount University’s Ed.D. program say that the Dissertation in Practice has not only been the culmination of their experience but also the guiding light. 

“The biggest highlight of my experience with Marymount’s Ed.D. program is the focus on the dissertation in practice (DiP) starting in the first semester,” explains student Alicia Hunter. “I have colleagues, friends and associates at comparable universities who were not well supported in the preparation or completion of their dissertations. Our professors have been so intentional in making connections and assigning coursework that will support our DiP.” With an embedded DiP writing design, students are not left alone to write this manuscript, they are offered critical feedback from faculty in their courses and their Lead Doctoral Faculty Mentor, assigned at the very beginning of year two, to ensure that their research and academic writing is progressing. 

What is a Dissertation in Practice? At Marymount University, it isn’t just an academic pursuit or an end-of-program capstone. It’s a step toward shaping the future.

Defining a Problem of Practice

From nonprofit leaders to healthcare educators, school administrators, government officials, and business leaders, professionals regularly encounter problems in their workplaces or industries. An Ed.D. provides an opportunity not only to identify problems but also to consider them thoughtfully through research, literature reviews, and practical discussions. 

The Carnegie Project on the Education Doctorate defines a problem of practice as “a persistent, contextualized, and specific issue embedded in the work of a professional practitioner, the addressing of which has the potential to result in improved understanding, experience, and outcomes.” While the thesis for a dissertation in a Ph.D. program may focus primarily on the theory, a Dissertation in Practice aims to address directly observable phenomena that relate to the professional field of the doctoral student. The problem of practice identifies an issue that can be addressed with practical steps.

Consider some of the problem of practice examples that Ed.D. students may focus on in their DiPs based on their professional fields:

School Administrators

• How can mentorship programs empower students in economically disadvantaged schools to succeed?
• What impact does a social-emotional learning program have on the student morale of an elementary school? 
• Which inclusion strategies have the greatest positive impact for students with developmental disabilities?

Healthcare Professionals

• How do caregiver education programs improve outcomes in patients with chronic diseases? 
• What are the most effective strategies for eliminating communication silos between hospital departments? 
• How do translated digital health tools such as apps or telehealth improve health literacy in non-English speaking patients?

Nonprofit Executives

• Which components of succession planning ensure the greatest path to sustainability for mid-sized nonprofits? 
• How do donor appreciation programs improve giving retention?
• Which programs provide the greatest measurable service to the clients of a neighborhood outreach organization? 

For Ed.D. students at Marymount University, “what is a problem of practice?” isn’t just a question of choosing a topic of interest; it’s a chance to have personalized guidance in researching the roots of the problem of practice and exploring ways to positively impact current literature surrounding this topic. At Marymount, Lead Doctoral Faculty Mentors are thoughtfully paired with students through an individualized matching process. The students receive their match in the beginning of their fourth semester. This qualified individual stays with the student through every step of their research until the student has completed their program. LDFMs serve not only as dissertation chairs but as mentors and guides throughout the dissertation process. 

Take a look at some of the topics Marymount LDFMs have expertise in:

• Recruiting and retaining diverse teachers for public schools
• Federal government
• K-12/post-secondary education
• Strategic planning and change management
• Dual enrollment
• Higher education policy
• Transfer and articulation
• First-generation students
• Industrial technology
• Social and emotional programming and its impact on discipline disproportionality
• Student self-efficacy
• The achievement gap
• African-American education
• Standardized testing
• Media representations of crime
• Muslim discrimination & criminal justice pedagogy
• Artificial Intelligence (AI) in special education
• Organizational innovation and how education leadership can address challenges
• Policing & first responder trauma

While this list is extensive, it’s just the beginning of the problems of practice that LDFMs at Marymount are prepared to explore with students. From innovative AI practices, integrating literacy with mathematics, and urban school reform to influencing health care and global policies, there are many opportunities for Marymount LDFMs to address real challenges and make meaningful changes.

Tips for Choosing a Problem of Practice That Is Meaningful to You

The first question to ask when determining a problem of practice isn’t “What do my professors want me to address?” or even “What will make a difference in my field?” Instead, it’s a more personal inquiry: “Why do I do what I do?” 

By looking at motivations and desires, professionals can begin to discover what drew them into their area of interest and why they care about improving their field. Maybe years of work with teachers on the brink of burnout has led an educator to develop retention strategies for early and mid career education professionals. It could be that the director of a food bank has an idea for mitigating the rising cost of ingredients, which she sees directly harming people in need on a daily basis. 

These are problems that don’t rest in the theoretical realm but reside in the practical and personal realms. While an Ed.D. is a rigorous academic pursuit, it is also a program that invites students to bring all they have gathered in the working world into their studies, transforming them from a professional into a scholar-practitioner. Starting with passion and purpose can not only clarify a problem of practice but also provide students with the motivation and stamina to complete their Dissertation in Practice. 

Consider a few more pieces of advice for choosing a problem of practice:

• Find one specific and discernable issue in your field: Find a problem that exists in reality with a describable context and desired outcome, depicting a well-defined gap between current reality and the possible future.
• Identify available mentors: While each student needs the opportunity to carve out their own niche of expertise, a mentor with related experience and insight can be an invaluable asset during the Dissertation in Practice process.
• Think ahead: The ideal doctoral program to help you address a problem of practice not only paves the way to a brighter future for students and the population they serve, but provides scaffolded and multi-tiered support to ensure that students get to the finish line.

Marymount Ed.D. graduate, Somachi Kachikwu, summarizes the Dissertation in Practice in two words: research and action. Elizabeth Rodarte, an Ed.D. graduate, has a vision that has guided her throughout: disrupting her state’s educational system to revolutionize student education.

Colleague Alicia Hunter notes the early start, connections with professors, and intentional coursework that align with the DiP. Whether they note greater insight into their fields, strong mentorship that guides their paths, or instant overlap with their day-to-day professional leadership, Marymount Ed.D. students find the degree program and DiP to be unique positive assets to their personal and professional lives. 

Address Real-World Leadership Challenges with a Doctorate of Education from Marymount University

Do you dream of addressing a recurring, rampant problem in your field of work? Are you eager to learn from invested mentors, peers, and expert faculty representing multiple industries?

Whether you want to make a difference in your organization, company or community, an online Ed.D. in Educational Leadership and Organizational Innovation will empower you as a change agent ready to initiate and inspire. By providing a supportive and innovative environment for individuals seeking effective solutions to real-world challenges, our high-touch faculty approach, coupled with the expert guidance from LDFM and scaffolded academic writing supports, help you apply research and theory to impact a problem of practice in your field, transforming into an agent of change. 

The Marymount online Ed.D. can be completed in less than 3 years. Connect with an enrollment advisor to get started.