There is
frequent commentary on the culture and ethos of an organisation. However, these
are often intangible and difficult to define or identify in a way that adds meaning.
Instead, starting
with defined values can underpin and define the culture, as well as setting
clear behaviours that can feed through everything that makes an organisation
great.
What
are values?
Company
values are usually a set group of behaviours that are defined to underpin the
organisation and those that work within it.
Often they describe
an obvious behaviour that there is an expectation that all individuals showcase,
or binds all employees together. But when aligned to the wider organisation,
the actions taken by teams and individuals aligned to collective values, can
create a powerful cohesion.
LIFELONG LEARNING
as a company value in
action can encourage individual development, team collaboration, knowledge
sharing and a company-wide focus on identifying the multiple ways that
individuals at all levels can continue to challenge themselves, expand their
knowledge and develop their skills through formal and unstructured learning.
How
can Values help an organisation?
If values
correctly reflect the expectations of individuals within an organisation, they
can touch on a number of areas.
Recruitment
processes can utilise values to assess
candidates own values, identifying those with aligned personal values to the
organisation. By doing this, the individual is more likely to feel included in
the organisation, and will thus thrive and be successful.
Role
deliverables
can be
aligned to the values, ensuring that each individual has a clear connection to
the values through the activities that they undertake in their role.
Leadership
decision making
can, and should, be based on the values of the organisation. Through this lens
their decisions are more likely to be understood, accepted and supported by
those who work to, and with, the values.
Cross
company teamwork
can be better undertaken, and have more opportunity to
be successful, if consistent values and behaviours are showcased, despite
individual teams having different deliverables or being at a different stage of
the company value chain.
INNOVATION
as a company value,
particularly in a creative environment, can generate opportunities, underpin
initiatives, be woven through internal communications and external marketing, drive
project creativity and underpin interactions with clients.
Individual
vs Company Values
Aligning
personal values to those of the organisation in which an individual works can
be invaluable, for both the person and the company.
Similar
behaviours, ethos and values can lead to a better enjoyment at work, thus a
greater connection and delivery. Work becomes a pleasure not a chore.
But if they’re
not aligned, work is just that “work” …
not a positive and enjoyable experience.
Different
Companies, Different Values
Values across organisations are different, even if they’re working in
the same sector. Different isn’t wrong, they merely reflect a different
environment, leadership expectations, employee collective culture or may
reflect the history of the organisation.
Whilst
values may be set by a leadership team, it’s the individuals within the
organisation that bring them to life. And it’s the values that underpin how any
individual describes their organisation and their personal connection to that
organisation.
SUSTAINABILITY
as a company value in
action can cross sectors but may be defined and applied in very different ways
depending on the organisation and its approach.
What are
your values and how do you bring them to your role at your organisation and your interactions
with you colleagues?
This article was originally written for an IDT client in-house magazine
