True Leadership - Issue #4
Implementing Your “Best in the World” Values
You may remember from the last newsletter that your organization’s values comprise the outer rails of the ladder. They define what I call the “zone of integrity”. Your clearly defined values provide a powerful reminder to each person on your team of what is expected of them each day.
Below are some keys to making sure that the values you have created continue to drive the thoughts and behavior of your team members.
Key #1
Be an example of the values. We’ve all heard the saying “people hear what you say, but they do what you do”. This is especially true in business. The example you set with your own thoughts and behaviors speaks loudest. And remember, your team members will especially be looking at you and your behavior when tough decisions need to be made. That is why it is very important for you to be an example of your organization’s values and make sure that everyone on your leadership team is too.
When you have to make a difficult decision, look at the values of your organization and ask, “What action or decision do the values demand that I do?” Then follow through with the appropriate action or decision even if it is difficult. It’s always better to take the hard right versus the easy wrong.
Key #2
Make the values part of your review process. Most team member’s reviews include feedback on performance, but unfortunately they don’t always address a person’s character (my definition of character in this context is a team member’s congruency or lack thereof with the organizations values). Reviewing each person on their congruency with the each of the organizations values lets people know that the values are important and that they are quantifiable. What gets measured gets focused on. By measuring character you will see an increase in
it.
Key #3
Reward team members who are actively living the values. Look for and find team members who are living the values. When you find them, make an example of their behavior. Tell other team members their story and let everyone know how proud you are of them. Find special and innovative ways to reward these team members. What gets rewarded gets replicated.
Key #4
Coach team members who are not living the organization’s values. If a team member is violating the organization’s values with their
behavior and actions you can try to coach them for improvement in this area. Effective coaching should first provide them with an ideal target that you require their behavior and actions to move to. Then you must provide them with the appropriate resources (training, counseling, strategies, etc...) to make the change. Finally you must provide them with ongoing feedback that lets them know how they are doing. It is difficult to coach someone on character issues, but it is definitely worth taking
the chance if the team member is willing.
Key #5
Redeploy team members who chronically violate the values. If after coaching a team member for a reasonable amount of time, they prove to still be resisting the organization’s values you should strongly consider redeploying them. Redeploying is another term for removing them from your organization. If you do not to this to a person who chronically violates the organization’s values, you risk making the values meaningless. Redeploying a person with weak character can send a strong message to everyone on your team about the importance of being true to the values.
Make it an outstanding day,
Tom McCarthy
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