Ingredients are not the same as the meal

One of my favourite things to do in an organisation is helping them to identify, create and realise their new values - because values do change over time and need a refresh. Unfortunately, it’s not uncommon in some organisations that once these new concepts have been articulated that the work is done.

But it's like you have chosen a recipe, sourced amazing ingredients but you haven't cooked and served the meal. It's just the start of something that can positively nourish your business. And it takes work if you want to make your values part of your organisational DNA. But you know it is worth the effort.

So how do you bake your values into an organisation?

Express your values

Now you have found the words and ideas that express your values, you want to see that expression shared, discussed and even criticised across the organisation. Deliver the messages in as many ways as possible using different channels, a range of formats, accounting for different learning styles and for early and late adopters. That means repetition over time - but that doesn't need to be boring. Think about the announcement, the comms plan, and any collateral that will keep the message front of mind.

Embed your values

Lock them into to as many people processes as possible. Your values extend across all touch points of the employee lifecycle and need to support their success. Your recruitment, onboarding and induction processes should be upfront about expectations around behaviours aligned with the values. Is it being incorporated in advertising, interviewing, checking successful applicants, and onboarding your new hires? Then, incorporate them into however you discuss, measure and recognise great performance in the organisation.

Working in a values-based organisation is a great selling point for your attraction and retention strategy - but not if it's lip-service to an unfulfilled aspiration.

Embody your values

The necessity for leaders in the organisation to act as a sponsor for the values cannot be overstated. They must be dedicated to modelling the values and put their hands up if they breach them. Otherwise, they will not have the authority to hold others to account, which they also must do.

Help different roles and areas recognise how these values apply in their everyday activities. Having teams work on translating each value for their specific environment can allow the space for objections and Aha! moments. The more you can flesh out these everyday examples, the more real the values become.

Take the time to work with the assembled ingredients of your new (or existing) values and start enjoying the nourishment that comes when they are expressed, embedded and embodied in your organisation.

#focusonwhatmatters #values #culture #leadership