Defining clear values and principles is crucial for your organisation to establish it's identity and guide decision-making at all levels. They become anchors that everyone in the organisation can relate to and associate with individually and as a team. While there is not one absolutely correct way in which you can go about defining your organisation values and principles, in this blog we will explain a structured approach to crafting and communicating them.
By understanding the significance of values and principles and by implementing them effectively, organisations can create a strong culture and navigate challenges with clarity and identity.
Defining organisation values: A structured approach
Crafting organisation values requires a structured approach to ensure clarity and alignment. Here is a step-by-step approach to defining organisation values:
Begin by involving key stakeholders, including employees, leaders, and customers, to gather diverse perspectives and insights.
Conduct surveys or interviews or workshops to identify the shared beliefs, behaviours, and aspirations that define your organisation's culture.
Once the initial data is collected, analyse the responses and identify common themes and patterns. These themes will form the foundation of your organisation's core values.
During this process, it is essential to consider the organisation's mission and vision, as well as its desired future state. Values should be aligned with these overarching goals, reflecting the organisation's unique identity and aspirations. For example, if the organization aims to be innovative and forward-thinking, a value like "Embrace Change and Drive Innovation" can be identified.
Refining values: Garnering consensus and clarity
Once the initial values are identified, it is important to refine them to ensure consensus and clarity. This can be achieved through further workshops or focus groups where key stakeholders engage in discussions and provide feedback. These collaborative sessions allow for a deeper understanding of each value's meaning and the principles that support them. By seeking input and feedback from various perspectives, your organisation can create values that resonate with all members and generate a sense of ownership and commitment.
To enhance clarity, it is crucial to define each value with specific and measurable behaviours or actions. For example, if one of the values is "Integrity," it can be further defined as "Always acting honestly and ethically, even in challenging situations." Providing clear examples of desired behaviors helps employees understand how to operationalise the values in their daily work.
Communication: Continuously reinforcing the values
Crafting values is just the beginning; ensuring their effectiveness requires consistent communication and committment. Your organisation should continuously reinforce the values through various channels and mediums. This can include incorporating them into the onboarding process for new employees, featuring them prominently on your organisation's website and internal communication platforms, and also integrating them into performance evaluations and recognition programs.
Communication should go beyond mere repetition. Your organization should share real-world stories and personal examples that demonstrate how employees are living the values in their work. These real-life examples help reinforce the values and make them tangible for employees at all levels. This also makes the values relateable and easy to understand for everyone. Regular communication through town hall meetings, newsletters, and team meetings also enables employees to connect with the values on a deeper level and understand their importance in driving your organisation's success.
Organisation DNA: Embed values in organisational culture
For values to have a lasting impact, they must be embedded in your organisation's culture. This requires leaders in your organisation to model the values consistently and hold themselves accountable for upholding them. When leaders embody the values, employees are more likely to internalise and adopt them. Leaders should reinforce the values through their actions, decision-making, and communication, becoming role models for their teams.
Your organisational processes, policies, and practices should also reflect the values. For example, if teamwork is a core value, collaborative initiatives and cross-functional projects should be encouraged and supported. Similarly, a re-look at the organisation structure should be undertaken to ensure that the structure supports teamwork and does not restrict it. By embedding values into the fabric of the organisation, employees will see that values are not mere slogans but fundamental drivers of behaviour and decision-making.
Understanding organisation principles
While values guide your organisation's culture, principles provide more specific guidelines for decision-making and behaviour. Principles are derived from values and reflect your organisation's desired approach to various aspects of business operations. Unlike values, principles are more action-oriented and can be context-specific.
For example, let's consider a value of "Customer Centricity." An associated principle could be "Deliver exceptional customer service by proactively anticipating customer needs and exceeding expectations." This principle provides a clear guideline for employees when interacting with customers and helps align their actions with your organisation's values.
Principles are not meant to be exhaustive or comprehensive but rather to provide guidance in specific situations. For example, organizations may have principles related to sustainability, diversity and inclusion, or ethical decision-making. These principles help employees navigate complex situations and make choices that align with your organisation's values.
Crafting values and principles is a deliberate and structured process that requires input from key stakeholders. By involving employees, leaders, and customers, your organisation can foster a sense of ownership and alignment. Refining values ensures clarity and consensus, while continuous communication reinforces their importance and helps employees internalise them. By embedding values into the culture and clarifying principles for decision-making, your organisation can create an environment of integrity, purpose and consistency.
At Unlock More, we help organisations craft, communicate and embed values into their culture. If you are interested in taking your organisation on this journey, reach out to us at contact@unlockmore.io.
