As leaders, we often find ourselves steering our organizations through a sea of challenges and opportunities. In this dynamic landscape, it’s easy to lose sight of what truly guides our journey towards success. But one thing remains constant amidst the fluctuating tides of change: our core values.
In my years of experience, I’ve come to understand that an organization’s core values serve as its North Star, illuminating the path to success and anchoring its identity in turbulent waters. From the lofty heights of vision and mission to the tangible shores of daily behavior, our values shape every aspect of our organizational culture.
But the importance of core values extends beyond mere rhetoric or corporate branding. It’s about alignment – aligning the aspirations of the organization with the values and goals of each individual within it. After all, an organization is not just a collection of strategies and structures; it’s a community of people, each with their own dreams, ambitions, and principles.
Consider this: in a small team of 10, you’ll likely find 10 different interpretations of success, each rooted in the individual’s unique perspective and values. Now, magnify that diversity across a workforce of 2,000, and you’ll realize the immense complexity of aligning personal aspirations with organizational objectives.
In the face of such complexity, leaders must strive for clarity. Clarity in articulating the organization’s vision, mission, and values. Clarity in setting goals and defining strategies that resonate with the diverse tapestry of employee values. And most importantly, clarity in fostering an environment where every individual feels empowered to contribute their best towards the collective journey.
So, how do we lock down our company’s core values amidst this complexity? Here are some practical steps:
1. Define with Purpose: Core values should not be mere buzzwords plastered on office walls; they should reflect the authentic essence of the organization. Take the time to engage employees in meaningful discussions to unearth the values that truly resonate with them. It is often valuable to seek a trusted external facilitator to help with this.
2. Communicate Relentlessly: Once defined, core values must be communicated consistently and comprehensively across all levels of the organization. From town hall meetings to one-on-one discussions, ensure that every employee understands not just what the values are, but why they matter. Storytelling is often the most valuable way to ensure the message lands.
3. Embed in Everything: Core values should permeate every aspect of organizational life, from hiring practices to performance evaluations. Incorporate them into decision-making processes, reward systems, and daily interactions to reinforce their importance.
4. Lead by Example: As leaders, we are the custodians of our organization’s values. Our actions speak louder than words, so we must embody the values we espouse, demonstrating integrity, empathy, and resilience in all that we do.
In the year ahead, let us rise to the challenge of leadership with charisma, confidence, and above all, clarity. If you’d like, we can help you chart a course towards success that honors both the collective aspirations of our organization and the individual values of each employee. And let us remember that in the complex mosaic of organizational life, it is our core values that provide the guiding light through the darkest of times.
By
Dave Smith CMC, ACC | President | Logia Consulting | 306.373.1998 | david@logiaconsulting.ca
