The values driven organisation v 10

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This is a slide deck that accompanies my new book...The Values-driven Organisation: Unleashing human potential for performance and profit.

Transcript of The values driven organisation v 10

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THE VALUES-DRIVEN ORGANISATIONUnleashing Human Potential for Performance and ProfitRichard Barretts Books

199820062010

20112012Learning Modules:Leading SelfLeading a TeamLeading an OrganisationLeading in SocietyUpdate and new research

2013Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#

Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#The Big Question

Why are values-driven organisations the most successful organisations on the planet?What do they focus on?What makes them successful?

They care about the needs of their people Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Q. Where can we find such organisations?

A. The Best Companies to Work For.

Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#

S&P 500Average Annualized Return 16.39%Average Annualized Return 4.12%BCWFThe Best Companies to Work For engender high levels of employee engagement and commitment, because the leaders of these organisations focus on meeting employees basic needs and satisfying their growth needs: they focus on helping their employees feel happy and fulfilled. The Top 40 Best Companies to Work For (USA)Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#The Top 40 Best Companies to Work For (USA)Adobe Systems Inc.Adobe Systems Inc.Aflac Inc.Amazon.com Inc.American Express Co.Autodesk Inc. Build-A-Bear Workshop Inc.Capital Trust Inc. Class A.Chesapeake Energy Corp.Devon Energy Corp.Dreamworks Animation SKG Inc.EOG ResourcesFactSet Research Systems Inc.General Mills Inc.

Goldman Sachs Group Inc.Goldman Sachs Group Inc.Google Inc. Class A.Hasbro, Inc.Intel Corp. Intuit Inc. Marriott International Inc. Mattel Inc.Medical Properties Trust Inc.Mens WearhouseMicrosoft Corp.National Instruments Corp.NetApp Inc.Nordstrom Inc.

Novo Nordisk, A/S ADR Novo Nordisk, A/S ADRNustar Energy, L.P.Publix Super Mkts, Inc.Qualcomm Inc.Rackspace Hosting Inc.Salesforce.com Inc.Southern Michigan Bankcorp.St Jude Medical, Inc.Starbucks CorporationStryker CorporationSVB Financial GroupUltimate Software Group, Inc.Umpqua Holdings CorporationWhole Food Markets, Inc.Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Eighteen Firms of Endearment

FOEAverage Annualized Return 13.10%S&P 500Average Annualized Return 4.12%$140m$280m$420m$560mPortfolio Value20022003200420052006200720082009201020112012Firms of Endearment focus on meeting all stakeholders needs. The four pillars of FoE are Conscious Leadership, Conscious Culture, Stakeholder Integration and a Higher Purpose supported by Core Values.Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Eighteen Firms of Endearment

*Amazon.com Inc.*Best Buy Co Inc.BMW*CarMax Inc.*Caterpillar Inc.*Commerce Bankshares Inc.Container Store*Costco Wholesale Corporation*eBay Inc.*Google Inc. Class A.

*Harley-Davidson Inc.*Honda Motor Co.IDEOIKEA*Jet Blue*Johnson & JohnsonJordans FurnitureL.L. BeanNew BalancePatagonia

Progressive InsuranceREI*Southwest Airlines Co.*Starbucks Corporation*Timberland Inc.*Toyota Motor Corp.Trader Joe's*UPS Inc.Wegmans*Whole Foods Markets, Inc.* Firms of Endearment for which financial data were readily available for their North America operations. Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Conscious Capitalism Movement

20122007Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#

GtGAverage Annualized Return 5.32%S&P 500Average Annualized Return 4.12%$60m$100m$140m$180mPortfolio Value2002200320042005200620072008200920102011201220mThe 10 Good to Great Companies (Jim Collins)The seven characteristics Collins identified in the so-called Good to Great companies, on their own, are not sufficient for long-term success. Focusing on the needs of your employees and the culture of the company are more important. Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Abbott LaboratoriesAbbott Laboratories*Circuit City**Fannie MaeGillette CompanyKimberly-ClarkKimberley-ClarkKroger Co.Nucor Corp.Philip Morris International Inc.Pitney Bowes Inc.Pitney Bowes Inc.Walgreen Company***Wells Fargo & Co.

* No longer trading. ** Involved in a home mortgage scandal.*** Received $25 billion bailout from the Troubled Asset Relief Program (TARP) as part of the United States governments response to the subprime mortgage crisis of 2008. The 10 Good to Great CompaniesPowerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#The difference between the best companies to work for and other companies is They Care About The Needs of Their Employees they care about what their employees value. Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Understanding employees needswhat people value (what makes them happy and brings meaning to their lives) is the key to creating a high performing organisation.

When you support employees in satisfying their needs, they respond with high levels of employee engagementthey bring their commitment and creativity to their work, and unleash their discretionary energy. They willingly go the extra mile to support the organisation in meeting its goals. If you want to build a high performance culture then you need to care about what your employees value.Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#At any given moment in time, the values that are most important to us are a reflection of the stage of psychological development we have reached and our unmet basic needs,.

Our needs (what we value) have always been, and always will be the principal drivers of our behaviors and actions.

What motivates us is the satisfaction of our needsPowerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#

Evolution of Human Consciousness

Physical EvolutionThe Evolution of Human ValuesSurvivalRelationshipSelf-esteemTransformationInternal cohesionMaking a differenceServiceWith the emergence of Homo Sapiens, evolution shifted from physical evolution to consciousness evolutionBasic NeedsGrowth NeedsPowerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#What Are Our Basic Needs and Growth Needs

Evolution of Personal ConsciousnessSatisfying your physiological needs for security;staying alive and keeping your body healthy.Satisfying your emotional need for belonging, protection and connection. Satisfying your emotional need to be recognized for your skills, talents or qualities. Satisfying your need for autonomy, freedom, independence and adventure.Satisfying your need for authenticity and finding meaning and purpose in your life. Satisfying your need to actualize your purpose by influencing or impacting the world around you. Satisfying your need to leave a legacyto have led a life of significance that will be remembered.Growth NeedsBasic NeedsAt any given moment in time, our values are a reflection of our unmet basic needs, and the growth needs associated with the stage of psychological development we have reached. Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Figure 1: The Stages of Psychological Development

Evolution of Personal ConsciousnessSurviving: Satisfying your physiological needs by learning how to stay alive, keep fit and healthy, and staying free from harm.Conforming: Keeping safe and nurtured by those around you by being loyal to your family, kin, colleagues and culture. Differentiating: Finding ways to be admired and recognized by your parents and peers by excelling at what you do best.Individuating: Letting go of the aspects of your parental and cultural conditioning that prevent you from becoming who you really are. Self-actualizing: Becoming fully who you are by finding your sense of purpose and leading a values-driven life.Integrating: Aligning with others who share your values and purpose to make a difference in the world.Serving: Fulfilling your destiny by leaving a legacy and using your gifts in service to the world.Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Three Stages of Mind Development In Immunity to Change Robert Kegan and Lisa Laskow Lahey identify three plateaus of adult psychological development (ability to handle complexity)the socialized mind, the self-authoring mind and self-transforming mind.

Robert Kegan and Lisa Laskow Lahey, Immunity to Change (Boston: Harvard Business School Publishing), 2009, pp.16-21.

Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Three Stages of Mind Development

THE SOCIALISED MIND is focused on meeting its survival, relationship and self-esteem needs. People operating with a socialised mind think of their work as a joba way of earning a living. They may enjoy their work and colleagues, but are not passionate about what they do. THE SELF-AUTHORING MIND is focused on achievement and ambition. People operating with a self-authoring mind seek opportunities for advancement. They think of their work as careera pathway to a better future.THE SELF-TRANSFORMING MIND is focused on leading a values and purpose-driven life. People operating with a self-transforming mind see their work as a mission. They want to leave a legacy and be of service to the world. Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com#Complexity of Thinking

THE SOCIALISED (Dependent) MINDCo