Values are worthless if they aren't clearly associated with actions. Recently we have been leading clients (and ourselves) through an examination of values as a culture building activity. Here's your process to do this which is fairly easy......dealing with what comes out is the hard part. 

1. What does this value mean to you?

This question can help you ascertain if there is internal alignment - everyone needs to have the same basic directional sense for it to be useful. 

2. What is evidence of this value in our internal culture?

Evidence looks like process, procedures, outputs. If your team struggles here, this is a warning sign that something is amiss. 

3. What is evidence of this value in our client/partner work?

Values have to have external impact for them to help guide the work of your workplace. 

4. What are growth areas and aspirations we should have?

Answers to this question should be the space for deep listening from senior leadership. This contains secrets and whispers from your team and can point you in the direction of exceptional ideas. 

Our Values

Our team went through this exercise recently to revisit our values that we have honed over the last few years. They are currently listed as: 

• Joy infused change.

• Strategic guidance is our best role. 

• Momentum forward is the goal. 

• Relationships Matter. 

How Not to Stop The Conversation

As I checked in with a team member afterwards they quipped, what if Relationships Matter was our first and most important - what would that change about our internal culture and about our client facing work. So, thats our next pathway to consider as team.

Folks, what do your values say about you and your work?