Hey Leaders: No One Values Bland Corporate Values

Corporate Values

It seems like most businesses, from mom and pop shops to corporate giants, are getting caught up in the trend of “defining company values.”

While this isn’t necessarily a bad thing, it can be pretty useless if not executed correctly.

Creating Unity

Companies want to create unity among their employees as well as project an image of solidarity, value, and respectability to potential customers or clients. This is all well and good, of course.

But what happens when every business is making a move to show it?

We end up with a great deal of generic, trend-following value statements that are ambiguous to both customers and employees. This diluted mass-minded approach defeats the purpose of defining values in the first place.

Corporate-Speak

Often, the problems have been that the values are typically expressed with meaning-neutral (if not meaningless) corporate-speak, or that the values aren’t of a first-order nature.

That is, they don’t touch on what truly constitutes the “good” for people inside and outside the organization.

Of course “customer service” is valued at any given company.

Q: What business doesn’t value their customers?

They would be foolish not to provide great service to their patrons.

Q: But does this really have to be defined as a corporate value?

The same is true for other generic values like “market leadership” and “commitment to employees.”

Do a quick Bing search, and you can probably find 200 companies with these same phrases listed among their company values – hardly a unique position.

Getting Real

If the point is to select and identify values for all employees to embrace, then these values have to be relate-able  and more importantly, specific to each unique business.

Overly-generalized value statements come off as corporate jargon, and most employees will simply let this kind of talk go in one ear and out the other.

To present values that are actually valued by employees, owners, and management teams have to find factors that the staff actually identifies with.

They have to be tangible.

Creating stellar core values isn’t exactly easy. You’ve really got to dig deep and figure out what is at the core of you business. That kind of soul searching doesn’t happen overnight and often takes someone outside of the company to take a look at your business.

Great Examples of Values

For workers constructing skyscrapers, perhaps “fearlessness” is a value that is both identifiable and extremely important to a job well done. For those handling dangerous chemicals, a “commitment to proper use of safety equipment” is something that employees can get behind.

Corporate values should be important to the success of the business AND the direct interests of employees.

There is a great deal of emphasis on how to make corporate values “sticky” to staff members, but this is a classic case of putting the cart before the horse.

If the ideas are to be truly valued, they have to be valuable to the people adopting them – specific, well-thought corporate values will be perfectly “sticky” all on their own.

So, how is your organization doing in creating honest and authentic core values statements that reflect the true essence of your mission? What steps can you take to recalibrate your core values statement to better align with your people’s true heartbeat? How can you improve your internal communications to help your team(s) improve their values alignment? I would love to hear your thoughts!

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Anil Saxena
Anil Saxena is a President & Senior Consultant Cube 214 Consulting
He helps organizations create environments that generate repeatable superior results
Email | LinkedIn | TwitterWeb | Blog | (847) 212-0701

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4 responses to “Hey Leaders: No One Values Bland Corporate Values

  1. Good post.

    We worked hard on this the past couple years.

    We went deep and we got our core values down to five, assigned each one a “finger” on the hand…(For example, Safety First is our first core value and the pointer finger).

    We them went wide. We redesigned our performance reviews and template for staff meetings so they ask 7 questions. The first 5 are our core values. Example, question one on every performance review and at the start of every weekly staff meeting….Are there any safety concerns to share or disguise? This demonstrate we are serious about our core values….that they are in deed at our core. This has completely changed our organization in amazing ways.

    I think the problem with most company’s and organizations in regards to their core values is communication. They think posting them on the wall on a nice poster or talking about them once a year is enough. And, top management tend to never live the core values. More is caught than is taught…leaders have to model desired outcomes all of the time.

    Like

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