What Does Your Organization Stand For? | Jobs In DE

What Does Your Organization Stand For?

By Diane Dunton, PotentialReleased.com

Values are motivators that guide people's actions.

I recently spoke at an executive roundtable forum. With a discussion topic of "Values at Work" on the table, the dialogue of business owners and CEOs was animated. Economic instability, customers questioning organizational integrity and the lack of substantial business growth made a discussion on values seem timely. Leaders have a significant impact on the values and culture of an organization.

Drucker's Final Thoughts

In a recent Harvard Business Review article, the CEO of Proctor and Gamble, A.G. Lafley, commented about Peter Drucker's final work before his passing. Drucker stated that the role of a CEO was to define the meaningful outside, balance the present with the future, decide what business you are in and shape the values and standards accordingly. Mr. Lafley said that when he first arrived at Proctor and Gamble, values were defined from an internal perspective versus an external customer perspective. His underlying point: it's important to define values at work and align them with organizational goals.

In preparing for the forum, I researched some organizations' "statements of values." Each of the organizations that I researched, including Microsoft, Starbucks, Ford and some local ones, had varying approaches. Although some were internally focused, others, like Starbucks, were more external: Starbucks buys direct from coffee farms to ensure the farms are sustainable. Each of their value statements has an impact on the way employees behave.

Why Are Values Important?

People are attracted to organizations that reflect their individual values (their preferences and sources of gratification) and will leave organizations based on conflicts in these values. When businesses, their values and their employees' values align, there can be increased productivity, morale and commitment to goals.

Leaving a Legacy

Leaders shape the culture of the organization and thus impact its values. In the executive forum, many of the CEOs were reflecting on their legacy and how would they leave a lasting impact. A dialogue ensued about organizations keeping the values as part of one's legacy. If the leader at the top changes, then values can and do change.

How Can Leaders Shape Values?

Leaders can shape the culture of the organization and are critical in identifying the importance of values in two major ways.

1. Creating Values That Align with Company Mission, Vision and Strategy

Leaders can do this by:

  • Involving others
  • Asking for input
  • Listening for understanding
  • Creating ownership

2. Making Values Visible and Memorable

Leaders must define the values. If one of your values is trust, define what trust means. We learn values from our experiences. Is trust providing a product that is reliable or is trust a commitment between employees? Employees' actions will be guided by how each value is defined. Focus company values as they relate to the outside world and set the standards internally. Then, solicit feedback from customers.

By keeping values alive in your organization, you will ensure that your organization's actions will align with your mission and vision for the future.

About the Author:

Diane L. Dunton M.S., president of Potential Released Consulting Services since 1996, has over 25 years of business and HR experience. Diane has received specialized training with National Training Labs, the Gestalt Institute, Center for Creative Leadership, the University of Michigan's Organizational Career Development and the Center for Reengineering Leadership programs. She has developed programs for over 25,000 employees and leads more than 20 workshops annually offering executive coaching, professional individual coaching and programs on leadership and strategic planning. She has appeared before conferences of up to 9,000 participants and her work has appeared in both U.K. and U.S. management publications, including the Society for Training and Development's Team and Organizational Development Sourcebooks (2003-2006).Learn more about Diane at PotentialReleased.com.

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Diane L. Dunton M.S., president of Potential Released Consulting Services since 1996, has over 25 years of business and HR experience. Diane has received specialized training with National Training Labs, the Gestalt Institute, Center for Creative Leadership, the University of Michigan's Organizational Career Development and the Center for Reengineering Leadership programs. She has developed programs for over 25,000 employees and leads more than 20 workshops annually offering executive coaching, professional individual coaching and programs on leadership and strategic planning. She has appeared before conferences of up to 9,000 participants and her work has appeared in both U.K. and U.S. management publications, including the Society for Training and Development's Team and Organizational Development Sourcebooks (2003-2006).Learn more about Diane at PotentialReleased.com.