God has given every believer the power to wage war against the devil and his agents. The big question is "do you know how to wage war against the enemy of your soul?"...
God has given every believer the power to wage war against the devil and his agents. The big question is "do you know how to wage war against the enemy of your soul?"...
The Importance of Organisational Values Webinar SlidesValuesCentre
"Everything I Have Learned About Values" is now available for purchase! The book summarizes Richard Barrett's 30-year journey to understand how values shape our decision-making. In celebration of its release, we created a three-part webinar series to explore the importance of values.
To watch a recording of this webinar, please use this link:
https://youtu.be/1GXsNm249S4
This webinar focuses on the role values play in organisational culture. Richard will share insights on:
-How do you build a high performing values-driven organization?
-Why is it important to measure your culture?
-What role do leaders play in managing culture?
For more information please visit our website:
https://valuescentre.com
Values: The Organization's Cultural BedrockCynthia Scott
By Dennis T. Jaffe and Cynthia D. Scott
Organizations appear to have two kinds of values—hard values about profitability and business success, and softer values about people and relationships. And when push comes to shove, the conventional wisdom is that the soft values are sacrificed to the harder ones. Many people are deeply cynical when they hear about a company’s soft values, because they feel that these values about people are the first to go in times of crisis. However, some leaders feel that the softer values are just as important as the hard ones. If people do not feel that their organization can be trusted, that there are not some core values that their company stands for and is willing to struggle to uphold, then the fabric that ties people to the organization will weaken. When weakened, the willingness of people to put extra effort, to extend themselves, and to help the organization make a difference diminishes. Companies have begun to look to values as the core behind which their people can rally.
In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.
Work Life Values. They determine our happiness, our career success, & the decisions we make. Learn how to uncover your own, how to find them in a company, and what it means to reframe so you can take positive & proactive action to actualize and realize your fullest potential.
The Importance of Organisational Values Webinar SlidesValuesCentre
"Everything I Have Learned About Values" is now available for purchase! The book summarizes Richard Barrett's 30-year journey to understand how values shape our decision-making. In celebration of its release, we created a three-part webinar series to explore the importance of values.
To watch a recording of this webinar, please use this link:
https://youtu.be/1GXsNm249S4
This webinar focuses on the role values play in organisational culture. Richard will share insights on:
-How do you build a high performing values-driven organization?
-Why is it important to measure your culture?
-What role do leaders play in managing culture?
For more information please visit our website:
https://valuescentre.com
Values: The Organization's Cultural BedrockCynthia Scott
By Dennis T. Jaffe and Cynthia D. Scott
Organizations appear to have two kinds of values—hard values about profitability and business success, and softer values about people and relationships. And when push comes to shove, the conventional wisdom is that the soft values are sacrificed to the harder ones. Many people are deeply cynical when they hear about a company’s soft values, because they feel that these values about people are the first to go in times of crisis. However, some leaders feel that the softer values are just as important as the hard ones. If people do not feel that their organization can be trusted, that there are not some core values that their company stands for and is willing to struggle to uphold, then the fabric that ties people to the organization will weaken. When weakened, the willingness of people to put extra effort, to extend themselves, and to help the organization make a difference diminishes. Companies have begun to look to values as the core behind which their people can rally.
In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.
Work Life Values. They determine our happiness, our career success, & the decisions we make. Learn how to uncover your own, how to find them in a company, and what it means to reframe so you can take positive & proactive action to actualize and realize your fullest potential.
4. Core
1. The tough central part of
various fruits, containing the
seeds (life).
2. The central or most
important part of something.
Values
1. A person's principles or
standards of behavior; one's
judgment of what is important
in life.
2. The regard that something is
held to deserve; the
importance, worth, or
usefulness of something.
• Does This Look familiar?
5. TAKE IT OFF THE WALL!
Core values is central to establishing the
culture, identity and character of an
organisation.
Taking it off the wall is getting it internalised.
It is translating the ‘values’ into
demonstrative, measurable behaviours
across the workforce in the day-to-day
working operations.
Here is where the true cultural change
challenge begins.
8. Why Integrate Core Values
Culture Guide: Core values reflect the way your
business currently operates, provide the map to
the future mission.
Identity - Personality
Brand Promise
Interests – Personal Vs. General
Dos and Don’ts
Decision Lead
Consequences
Interpersonal Relationship
9. HOW?
… Setting the Culture Flight
in Motion is a Great Step for
Your Organisation
11. How This Affects
Business/Brand
Partnership: Team work & Spirit, Cooperation,
Collaboration, Friendly, Winning, Mutual, etc.
Proactivity: Dynamic, Yearning for Excellence,
Ahead of Competition, Creative, Pacesetting,
Prompt, Zealous, Committed, etc.
Productivity: Result-Driven, Go-getting, Target-
Reaching,
Purity: Integrity, Trustworthiness, Honesty,
Forthrightness, Believable, Reliable, etc
12. STEPS TO INTEGRATING YOUR CORE VALUES
Conceptualise it – now and future (content and
prospect).
Document it.
Communicate it – once, again and always.
Model it.
Demand compliance.
Inscribe it – Invest in keeping it on their minds.
Reward compliance.
Sanction non-compliance.