How Does Your Company Behave?

| January 10, 2013 | 0 Comments
Pat Lencioni’s The Advantage addresses the question of “How Does Your Company Behave” by breaking down the values of a company, evidenced by the behaviors of its people, into 4 subsets: Core Values, Aspirational Values, Permission-to-Play Values and Accidental Values. In today’s newsletter I’d like to talk about Core Values. The majority of my last 12 years have been spent with software companies. The developers, engineers, business analysts, account managers and others tend to be incredibly bright, inquisitive and a somewhat irreverent group. A delight to serve. I recall on company in which the new president distributed framed motivational pictures and a quote on teamwork to every employee with a suggestion that it be placed at their workstation. Did these inspirational visions create teamwork? The answer is actually yes, but not in a way the president intended. Within a week, the teamwork picture was replaced by a variety of de-motivational quotes pulled from the internet. Staff took great interest and joy viewing their colleague’s choices. They even traveled down the halls to other departments to view each others handiwork. This all occurred while the new president was on a road trip.While the president’s gift to the staff may have been well intended, it hit on a critical issue. The organization had developed very strong silos, with little evidence of teamwork outside one’s particular group. The notion of teamwork as a core value did not ring true and was viewed with great cynicism.Core Values are the two or three values that already exist in an organization. They are consistently applied in all phases, from hiring to performance management. These are not platitudes on “nice to haves” for an organization. These values live through the behaviors that are supported by the company at all times, in all situations, no matter what the cost.If a Core Value of your company is Team Player, that value and its related behaviors should be a filter in your hiring decisions for all positions. It should be a part of everyone’s evaluation process, and most importantly, an unwillingness or inability to be a team player will not be tolerated and will result in a termination of the relationship. That is what is meant by Core.

Understanding your Core Values provides the entire company greater clarity on how to behave, how to make decisions, and how the company intends to grow.

Take some time and consider, “What are our Core Values, really?”

  ~Julia

 

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Category: Accountability, Human Capital Management, Leadership, Newsletters

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About the Author ()

Julia Hill-Nichols, SPHR, is the founder of LeadersCove, LLC. With over 30 years experience in operations and human capital management, Julia is gifted in the art and science of bridging strategic imperatives and a company’s human capabilities—executing for success, meeting bottom-line objectives and enlivening the people who are the organization’s lifeblood.

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