Core Values: Turning Skeptics into Believers

Organizational change is an interesting thing.  It happens in its own way and in its own time.  It may seem elusive at first, but is very visible once the wheels start turning.  This article is a snapshot of the organizational changes that have occurred after a new set of core values were created.  It also highlights feedback from outside observers on what their perceptions are about a slight shift in an organizational transformation.

Okay, so here we go...

At my current place of employment, we set in motion a set of concepts from the world of leadership.  Specifically, we decided to develop a new set of core values and to craft a new mission statement for the organization.  The exercise presented an opportunity to introduce new tools, skills, and techniques, that I learned from Tribal Leadership, Dave Logan, and the great people at CultureSync.

This article briefly discusses the actual changes I have noticed by applying the techniques in leadership and what differences were observed by developing and applying a set of real, authentic values.

To get us started, here are the main areas we will be discussing where change has occurred:

• Attitudes Uplifted
• Business Challenges
• Email Communications
• Language
• Meetings
• Performance
• Presentations
• Teamwork

Attitudes Uplifted

I have seen this first hand.  Once an exercise of establishing core values has been established, people's attitudes genuinely shift for the better.  It is noticeable in how they greet each other, you can hear it in the phone conversations, in how challenging situations are handled, and in the tone of email communications.  People that once were quiet, now stand up and speak their mind.  There is a ripple effect of positivity that is fun to experience.

Business Challenges

When discussions get tough, when email communications start to get edgy, mixing in core values has a positive impact.  I have seen this in action many times.  For example, communications with a vendor may not proceed as planned, but internally, the team will align themselves when core values are present.  Communication alignment helps people "get on the same page."  Instead of arguing or bickering with a vendor, the tone of the conversations shifts. New solutions are presented after applying core values to the situation.  Essentially, the situation occurs different when values are open, discussed, and applied.

Email Communications

Over the past few months, I have noticed values popping up in email communications around the organization.  People are finding unique and interesting opportunities to apply the values in a traditional business environment.  For example, a recent email thread started in this manner, "Starting from a position of collaboration, I propose we...." I thought to myself... "Wow! Look! The values are in the email!" The two important words here are "start" and "collaboration."  It's interesting to see values in action.  People approach things differently.  They start with the values, which provides stability and direction in how the conversation is going to occur.

Language

When values are present, language changes.  The basis of conversations change.  Values are recognized, honored, declared, and provide direction like a sign post.

For example, in a recent contract negotiation, two core values were used during the negotiation process.  The internal employees used "collaboration" and "adaptability" when communicating with a vendor.  The conversations started with...  "We need to collaborate with you and to be adaptable with the details... let's work together on this and get it done."  The way the situation occurred was different from previous contract negotiations. There was a real sense of enthusiasm during the discussions, where enthusiasm would have been missing previously.  The language, attitude, and energy was elevated through the use of core values.

Meetings

“Hey man, people are talking about values in lots of different meetings.  It's showing up in everything from finance to job interviews!” It has been very interesting to hear about how values have made their way into almost every area of the business.  When a group of people come together to solve a problem, its interesting to notice the interactions, the base engagement. What do I mean by "base engagement?" How they approach the conversation. In a stage 2 or stage 3 environment... people just throw ideas all over the place. You may get tons of great ideas, but it easily can turn into "my idea is better than your idea." The overall tone and productivity of the meeting may become limited.

Although, if real, authentic values are available, the meeting fundamentally changes. I have seen this in action many times.  The group will naturally default to the values, especially if they get stuck. You may hear questions pop up... "What do our values say?" or "Is that in line with our values?"

It is a remarkable thing.  The group has a new leg to stand on.  Essentially, it's a values based platform that supports and elevates the performance of any group.

Performance

The thing about performance... is that people notice.  What do I mean by this?  We recently had our global sales meeting. In conversation with a few of the outside sales reps, I heard things like...

"When you introduced the concept of core values in January, I was very skeptical of this whole exercise. But, after noticing how phone conversations have changed, email communication has improved, and just feeling the energy around here... I'm a believer! People are going the extra mile, where they would never have done that before. You have to keep doing this work!"
This is a real example.  People on the outside notice a difference and they see it in the attitudes and performance of the group.  It turns skeptics into believers.  Would that be valuable for your business?

Presentations

While sitting in a different meetings, I have noticed slight changes. I found myself thinking... "Hey look... the PowerPoint decks have changed!"  New elements are creeping in that were not there before.  For instance, the emphasis on time management.  At the beginning of each meeting, an overall time commitment is declared.  Talking points are assigned specific chunks of time.  Time management provides a necessary structure that helps keep the meeting a track, it limits side conversations, and keeps the meeting moving towards it's specific goal.

Teamwork

While thinking back on certain events in the office, I believe the existence and application of core values fostered a greater sense of collaboration.  That may seem like a long-winded sentence, but people work together around core values.  They group together.  They feel inspired and enthusiatic.  They find solutions in a new way by applying core values.  It's a fun thing to witness.

Closing

Recently, at our annual company meeting, our CEO stood in front of the entire organization and presented many aspects of the business. What we had accomplished in the previous year, what we are currently working on, and where we are headed. After the meeting, one of the senior sales reps made the following comments about the speech:

"Noticeable difference.  You could just see it.  The energy just flowed.  Those weren't words on a screen, he believed them and it really showed.  Think back over the previous years... then think of this presentation, it's the best one yet.  Remarkable, it really is."
Just hearing these comments made me realize the potential that exists in every organization.  Many times I hear the questions... "What's the ROI? What is the business case study for core values? What are the KPI's?"

After doing the work with core values, seeing them in action, and hearing the positive feedback from external observers... perhaps the question should be:

What if we could turn skeptics into believers?


Turning skeptics into believers.  I like the sound of that!  That phrase rocks!  Positive feedback is so cool.  I can't think this stuff up on my own, just here to report the details.
Thanks!
Jer