Transforming an Organisation Through Values

Transforming an Transforming an Transforming an Transforming an Transforming an Transforming an Transforming an Transforming an Organisation Through Organisation Through Organisation Through Organisation Through Organisation Through Organisation Through Organisation Through Organisation Through

ValuesValuesValuesValuesValuesValuesValuesValues

Leanne Babcock, Leanne Babcock,

Babcock Sinclair LtdBabcock Sinclair Ltd

www.babcocksinclair.co.nzwww.babcocksinclair.co.nz 22

Corporate valuesCorporate valuesCorporate valuesCorporate valuesCorporate valuesCorporate valuesCorporate valuesCorporate values

§§ Most organisations have a set of Most organisations have a set of corporate valuescorporate values

§§ These help to define and shape the These help to define and shape the internal cultural internal cultural

§§ providing this is done it will help with providing this is done it will help with performance.performance.

§§ And as a result ….And as a result ….


New Zealand is full of high performing

companies and thousand of happy productive people


But if it were true…But if it were true…But if it were true…But if it were true…But if it were true…But if it were true…But if it were true…But if it were true…

§§ We would increase productivity and reduce We would increase productivity and reduce stressstress

§§ We would not spend 50% of our day managing We would not spend 50% of our day managing poor performance and dealing with people poor performance and dealing with people conflictsconflicts

§§ We would not be fixing things because others We would not be fixing things because others failed to take responsibility….failed to take responsibility….

§§ We would not be dealing with so many upset We would not be dealing with so many upset customerscustomers

§§ We would understand that we are all working We would understand that we are all working together in a shared environmenttogether in a shared environment


So what are the issues….So what are the issues….So what are the issues….So what are the issues….So what are the issues….So what are the issues….So what are the issues….So what are the issues….

§§ Lack of understanding of what values areLack of understanding of what values are

§§ Feeling obliged to have organisation Feeling obliged to have organisation values so people pay lip servicevalues so people pay lip service

§§ Results in truisms, blandnessResults in truisms, blandness

§§ Motherhood and apple pie..Motherhood and apple pie..

§§ “People matter”“People matter”

§§ “We will act with integrity”“We will act with integrity”


ForForForForForForForFor--------getgetgetgetgetgetgetget--------memememememememe--------notnotnotnotnotnotnotnot

§§ And once we have written them down And once we have written them down

§§ Committed them to a plaque on the wall Committed them to a plaque on the wall than than

§§ We forget about themWe forget about them

§§ Sort of like yesterday’s wall paperSort of like yesterday’s wall paper

§§ Why???Why???


Because the values don’t Because the values don’t Because the values don’t Because the values don’t Because the values don’t Because the values don’t Because the values don’t Because the values don’t mean anythingmean anythingmean anythingmean anythingmean anythingmean anythingmean anythingmean anything

§§ Values need to live and be part of our Values need to live and be part of our every day behaviorevery day behavior

§§ People need to understand themPeople need to understand them

§§ Values define who we are, how we Values define who we are, how we behave and how we perform at workbehave and how we perform at work


Five Key StagesFive Key StagesFive Key StagesFive Key StagesFive Key StagesFive Key StagesFive Key StagesFive Key Stages

§§ Define the values with consensusDefine the values with consensus

§§ Define the Define the behavioursbehaviours with consensuswith consensus

§§ CommunicateCommunicate

§§ ReRe--enforceenforce

§§ Deal with ConsequencesDeal with Consequences


ConsensusConsensusConsensusConsensusConsensusConsensusConsensusConsensus

§§ Everyone being part of a common cause is Everyone being part of a common cause is criticalcritical

§§ Can’t impose values Can’t impose values -- everyone has to be part everyone has to be part of creating themof creating them

§§ Values can not be developed by the senior Values can not be developed by the senior management team on an “away day”management team on an “away day”

§§ People need to know why there are People need to know why there are organisational values organisational values

§§ They need to be able to sign up to themThey need to be able to sign up to them§§ Let the weeds emerge!!...Then deal to themLet the weeds emerge!!...Then deal to them


Define the values & Define the values & Define the values & Define the values & Define the values & Define the values & Define the values & Define the values & behavioursbehavioursbehavioursbehavioursbehavioursbehavioursbehavioursbehaviours§§ Values guide how we interact with one another, Values guide how we interact with one another,

how we perform, how we think.how we perform, how we think.

§§ Values are about who we are and all we do.Values are about who we are and all we do.

§§ People need to know how to apply them at People need to know how to apply them at workwork

§§ For example: ‘People Matter’For example: ‘People Matter’§§ Playing our part in creating a great workplacePlaying our part in creating a great workplace

§§ Replying to internal emails within 24 hoursReplying to internal emails within 24 hours


CommunicationCommunicationCommunicationCommunicationCommunicationCommunicationCommunicationCommunication

§§ Make a plan Make a plan –– Values will not change over Values will not change over night because you developed some night because you developed some –– it will it will take time to change a culture and that is what take time to change a culture and that is what values are mostly about values are mostly about -- culture changeculture change

§§ Put together a robust planPut together a robust plan-- introducing new introducing new activates throughout the year activates throughout the year

§§ Make sure the values are expressed in Make sure the values are expressed in everyday languageeveryday language

§§ Keep communicating the values as an ongoing Keep communicating the values as an ongoing projectproject


Communicate….Communicate….Communicate….Communicate….Communicate….Communicate….Communicate….Communicate….

§§ Email, intranet posters, brochures, internal Email, intranet posters, brochures, internal publicationspublications-- speeches.speeches.

§§ Make sure new people in the organisation Make sure new people in the organisation know about them know about them –– induction, manuals, pledge induction, manuals, pledge cards cards

§§ Value people Value people –– recognise people and reassure recognise people and reassure them that they are valued and the job they do them that they are valued and the job they do is valuedis valued-- it is worth doing well and that is all it is worth doing well and that is all part of your values! part of your values!

§§ Live the values Live the values –– tell people they have a right tell people they have a right to expect others to as wellto expect others to as well


ReinforcementReinforcementReinforcementReinforcementReinforcementReinforcementReinforcementReinforcement

§§ Place a visible premium on identifying exemplary Place a visible premium on identifying exemplary behavior that support the valuesbehavior that support the values

§§ Endorse it promptly and publiclyEndorse it promptly and publicly§§ Relate with these Relate with these behavioursbehaviours as “this is the way we do as “this is the way we do

things around here.”things around here.”§§ Provide simple guidelines on practical implementationProvide simple guidelines on practical implementation§§ Get the CEO to send them a card Get the CEO to send them a card –– acknowledge work acknowledge work

in the staff meetings in the staff meetings –– call by someone's desk and say call by someone's desk and say hey.. Well done!hey.. Well done!

§§ Encourage peer recognition Encourage peer recognition


ConsequencesConsequencesConsequencesConsequencesConsequencesConsequencesConsequencesConsequences

§§ It is equally useful to remind people when they It is equally useful to remind people when they are not living the valuesare not living the values-- providing weproviding we§§ Accept that sometimes people may have been using Accept that sometimes people may have been using

best intentions but..best intentions but..

§§ Show we are not blaming but raising awarenessShow we are not blaming but raising awareness

§§ Are honest and fairAre honest and fair

§§ Make space for the views of othersMake space for the views of others

§§ Treat people with respect Treat people with respect


So if it is that easy why So if it is that easy why So if it is that easy why So if it is that easy why So if it is that easy why So if it is that easy why So if it is that easy why So if it is that easy why doesn’t it always work?doesn’t it always work?doesn’t it always work?doesn’t it always work?doesn’t it always work?doesn’t it always work?doesn’t it always work?doesn’t it always work?

§§ Values too conceptual and people don’t know what to doValues too conceptual and people don’t know what to do§§ Ongoing implementation, reOngoing implementation, re--inforcementinforcement and correction can and correction can

be challenging and many stop at the initial implementationbe challenging and many stop at the initial implementation§§ People will need training in coaching, mentoring and role People will need training in coaching, mentoring and role

modeling to encourage and develop values and modeling to encourage and develop values and behavioursbehavioursin others. This is often a BIG job.in others. This is often a BIG job.

§§ We forget what matters ….We forget what matters ….§§ And we don't do what David Lange told Sir Edmund Hilary And we don't do what David Lange told Sir Edmund Hilary

to do when he appointed him to High Commissioner of India to do when he appointed him to High Commissioner of India §§ “Do what you think is right…” he told Sir Ed… and that was “Do what you think is right…” he told Sir Ed… and that was

the motto this great man of integrity did for the four years he the motto this great man of integrity did for the four years he served in India.served in India.


Tips to Values workTips to Values workTips to Values workTips to Values workTips to Values workTips to Values workTips to Values workTips to Values work

§§ Put time effort and budget into making values Put time effort and budget into making values meaningfulmeaningful

§§ Ensure values are championed at the top level but Ensure values are championed at the top level but owned by everyoneowned by everyone

§§ Ensure that the values are lived by those with Ensure that the values are lived by those with management responsibilitiesmanagement responsibilities

§§ Communicate values with vigor and emery Communicate values with vigor and emery §§ Reward values evident activity Reward values evident activity –– promptly and publiclypromptly and publicly§§ Encourage peer nominationsEncourage peer nominations§§ Build your values into the recruitment processBuild your values into the recruitment process§§ Build you values into performance assessmentBuild you values into performance assessment

Transforming an Organisation Through Values

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