Archive for values SmartBlogs
Organizational values anchor a team, a business unit or a company. They can provide a moral foundation for taking the high ground in tough times or when temptation comes knocking. They reflect and reinforce organizational culture.
Many organizational leaders take the time and effort to come up with an explicit set of values that reflect the beliefs and aspirations of their company or business unit.[…] Continue Reading »
Walk down Mahogany Row in most corporate offices and you’ll be able to read a lot about what the organization stands for. You’ll likely see plaques that outline core values, posters that tout a commitment to the customer. Some examples:
Guiding Principles • Mission • Leadership model • Philosophy • Vision • Code of conduct • Our commitment • Goals • Roadmap to results • Credo • Value proposition • Culture statement • Who we are • Our responsibility
The work of Tom Peters and Bob Waterman three decades ago caused executives and leaders to take seriously the idea of using corporate values to intentionally drive culture.[…] Continue Reading »
I’m coaching a senior leader through his company’s culture change. He recently told me, “Man, this culture management is hard work!” We both laughed — and agreed.
It takes time and energy to tend, monitor, and nurture a safe, inspiring work environment in your organization’s divisions and teams.
Safe, inspiring work environments do not happen by chance. Human foibles and temptations, driven by greed and power, can make companies lousy places to work.[…] Continue Reading »
Many organizations have something they call “leadership competencies” that are a set of key behaviors for their leaders. These are traits that organizational leaders are expected to aspire to (and take on) in the way they lead. These competencies may include such things as dealing with ambiguity, being agile, managing conflict or promoting teamwork. They’re important abilities and ones that any good leader would like to express.[…] Continue Reading »
In our consulting work with organizations that desire a high performing, values-aligned corporate culture, my Ken Blanchard Cos. colleagues and I have found that most senior leaders have rarely experienced successful culture change in their careers. In addition, very few senior leaders have led successful culture change.
Our proven culture-change process first educates senior leaders on the best practices of high performing, values-aligned organizations.[…] Continue Reading »