For organizations, values are more than just personal values.
Organizations need clarity on mission (purpose), vision (where are we heading), and values (how will we behave on the way there).
Here are some reasons.
- Growth, partnering, and M&A problems often come from a culture mismatch. And almost just as often, the culture mismatch stems from a values mismatch or misinterpretation.
- Values are critical in hiring. Hiring someone with different values for a key position will lead to conflict later. Hiring people with different values in any positions over time can lead to culture shift … and with not so good results if the values are different from what the founder, owner, or CEO intended.
- Values are also important from an execution perspective. Values are behind decisions and actions, and ultimately the culture. Even if the values are unstated, people – including customers – will assign values to the decisions and actions. Different values within an organization can lead to organizational schizophrenia and/or Jekyll/Hyde opposing behaviors.
There is a critical and unfortunately common problem, though. Just stating the value words and posting them isn’t enough. I’ve seen many cases where people see the words and agree with them, but interpret them differently … leading to different behaviors. Or the values are posted but that’s it … never referenced in day-day work.
A better approach:
- List the values in priority order.
- Define each word as intended for the organization.
- Provide examples of the values in action or behaviors.
- Continually and explicitly use the values when making decisions and in other important ways.
If there are no explicit values, then value discovery is the way forward. “Discovery” because there are already values in play since everyone is operating according to some set of values even if only their own. Not stating the values does not mean there are no values, just that it is highly unlikely there are common values. And that always leads to problems.
One of my favorite values DIY resources is Blanchard and O’Connor’s book “Managing By Values” (https://amzn.to/3Qcgc1P).
The book also includes another incredibly powerful tool for increased success and satisfaction: the C.E.O.S. framework (briefly explained in prior insights, in the “Managing By Values” book, and in my book Wrong Until Right – How to Succeed Despite Relentless Change).
If you want more help than just the book … or just want to discuss if values issues could be underlying current obstacles to increased personal and business success … contact us.
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