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In our previous post on Core Values, we outlined Permission to Play Values, those values that must be present in someone before you even let them in a organisation. There are some obvious ones here, Honesty and Integrity for example but there may be other ones that your organisation decide to add that are specific to your business or industry and that's fine. Remember however that these values are about stopping the wrong people joining your organisation. Aspirational Values are on the other hand values you really want to see within your organisation but aren't there yet and it's Ok to talk about these with your teams and explain why you believe you should have them. Even better, build a plan to instil those values into your organisation, but only claim them when they truly exist!
The interesting thing about Core Values is that they already exist within your organisation, even if they are a value you don't actually want or haven't encouraged, the fact that you haven't discouraged it means you've accepted it and believe me, those undesirable core values are there and having an impact on your organisation.
I like the method that Patrick Lencioni explains in his book The Advantage (go buy this book!) on how to uncover the values, it's simple and easy to do which fits well with my style of working and having run a couple of these now I can tell you that it's one of the best methods I've ever used, so here's what he suggests you do:
Once you have your values candidate list again try to distil it down to a vital few but using words or phrases to describe what the value in a way that means something to you and your organisation, ensure that you are not creating a marketing spiel here. Remember it should mean something inside your organisation, perhaps with a story or example behind it but doesn't have to mean anything outside the organisation.
Well, the truth is you can have as many as you like to build a real picture of your companies values, however, a word of caution here. A never-ending exhaustive list of values makes a mockery of the term core, it also makes it almost impossible for anyone to live up to and quickly allows the whole thing to fall into disrepute. Somewhere between 3 & 6 would be our guide.
Once you have your Core Values figured out, it's time to communicate them, and we will talk about that next.
If you want to understand more about developing Core Values or reviewing your current values and focus then click here to make an appointment and find out how we can help you Make Things, Better
You can also call John on 0211649739 to set up a meeting
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