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DEVELOPING CORE VALUES IN ORGANIZATIONS

Core values is a summary of creativity innovative hardworking integrity among many,
Core values need to be put in good language so as to bring them out clearly
Core values should paint good picture

When we talk of core values some words pop up in our minds automatically. Words like integrity, creativity, hardworking among many others. This words if not put down in good language they are just meaningless to the employees, actually some won’t even know the core values. Core values should paint a good picture to your employees as to why they get up early in the morning to come and work for you (Hirsch, 2009).. This is by including your mission and vision in the core values hence pointing all the employees to one direction and by this a team will have been created. Developing a strong set of core values is a primary key to create a good culture in the company

DEVELOPING CORE VALUES IN ORGANIZATIONS

core values should be started with verbs

Core values are actions hence the need to start them of with verbs

It adds meaning to them when started with a verb

In developing core values one needs to start them with a verb. Core values are how employees should act while in the organization and acting means doing something hence the need to start them off with a verb since it will help to add meaning to the core values. A good example is when u want the employees to be respectful don’t just say “respect” write it as “show respect to one another” that would be much better (Douglas, 2010).

DEVELOPING CORE VALUES IN ORGANIZATIONS

Staff involvement
Coming up with a list of core values and giving the public to review it
Getting the feed back
Let every employee be involved

Staff involvement when developing core values will come in handy. Come up with a list of the core values you as the owner have in mind then give it to your staff asking them if that is what makes the organization special. Wait for the feedback and if they don’t agree with it then it needs to be revised (Douglas, 2010). . Something about staff involvement is letting your feedback group be large enough so that every ones opinion is counted but the group to come up with the core values to be smaller so as to avoid too much language on the edits.

DEVELOPING CORE VALUES IN ORGANIZATIONS.

Coming up with catch phrases
motivates all to work as a team
For example, alone I walk faster together we walk further.
This is what defines your work place making you unique.

Being unique is one way to develop an organizations core values. That is by coming up with your own catch phrases such as “alone I walk faster but together we walk further”. By this everyone will be working towards one goal and the core value would have found purpose (Hirsch, 2009).

DEVELOPING CORE VALUES IN ORGANIZATIONS

In the process of developing the core values you may end up developing a cult in the process. So be careful not to put much emphasis on the values so as to prevent developing a cult

In developing the core values one can end up developing a cult in the process. Don’t adhere too much to the core values as this is what mainly develops a cult. Finding a balance between new ideas, new visions, and rules of engagement makes everything run smoothly (Douglas, 2010). .

DEVELOPING CORE VALUES IN ORGANIZATIONS

Test out the the core values on employees and ex-employees.
Take note of how they react to them
If they are not satisfied let them contribute on what needs to be changed.

Ask managers to test out the core values against employees and ex employees. While testing out let them take note of how the staff reacts to the values and if it is a negative reaction then they need to be reviewed (Hirsch, 2009). The staff then onwards can be asked to give in what needs to be changed in their own opinion. The major factor in developing core values is to make sure that the employees are satisfied with them.

DEVELOPING CORE VALUES IN ORGANIZATIONS

school they would have called it bench marking. Visiting other successful organizations and enquiring of how they came about their core values is always good.
You take their ideas and incorporate them with yours and you can have a good way of developing your values

There are companies out there, successful ones for that case. You can have a visit and find out how they managed to come up with good and actionable values. Its not that you are not capable of making your own successful values but by incorporating some of the ideas you get from them with some of yours can actually come up with some good set of actionable values. No need to have values just in pen, make them practicable and by that you will have started to build up a culture with values (Olsen, 2012).

DEVELOPING CORE VALUES IN ORGANIZATIONS

Change is inevitable but not all change is readily accepted. In developing the core values wont mean that all problems are solved. It may make them feel as if they are outcasts. So the staff need to be ready to adapt with the new values so that they can be meaningful,

Developing the core values is not an assurance that all the problems will be fixed quickly. Practicing of the core values may inflict pain and also make some employees feel like outcasts. That’s why in every change the startups are always hard for they need constant changing and constant adaptations (Douglas, 2010). The beginning of a culture is much hurting but makes us stronger after wards so as to meet the long term vision. So I developing core values people need to be ready to adapt.

DEVELOPING CORE VALUES IN ORGANISATIONS

Develop values that go hand in hand with the workplace culture
So before developing them look into the culture of the work place so u can be able to come up with effective values.
They should be sustainable and important for the long term success of the organization.

Every workplace has a different working atmosphere. Not everything might fit in to your culture. So before developing a value look into the culture of the work place, search for values that go along with the culture of the workplace and at the end of it you will have developed some good values in the organization. Before installing the value make sure you are sure that it is sustainable and important to the long term success of the organization (Hirsch, 2009).

DEVELOPING CORE VALUES IN ORGANIZATIONS

Now put everyone's idea in writing and arrange them in categories.
Don’t leave out anyone's opinion write it no matter how off point it may seem. This is to make everybody feel part of the group.

Put every ones ideas in words on paper. With a team pass through the answers you have had from the interaction with the staff and put it down (Olsen, 2012). It may help to put them in categories. At this point take down everything no matter how off point it may be. The idea is to get every ones idea to the open so that no one feels left behind.

DEVELOPING CORE VALUES IN ORGANIZATIONS

Its time to narrow down the core values but making sure that they reflect on most of all the core values writen before
Sit down with a team of highly ranked staff and review them and narrow them to about four main core values and this become the core values at the workplace

It’s time to narrow down the core values to around twelve values. This will be a summary of the most repetitive values from the staff. And since the staff was part in this creation you need to confirm from them that those values actually reflect on the actual core values of the business culture. Now sit down with the executives and narrow the values to about four core values but they need to reflect the major ideas that emerged from the meetings with the employees (Douglas, 2010).

REFERENCES

Hirsch, A., & Altclass, D. (2009). The forgotten ways handbook: A practical guide for developing missional churches. Grand Rapids, Mich: Brazos Press.
Douglas, E. F. (2010). Leading at light speed: Build trust, spark innovation, and create a high-performing. S.l.: Inkwater Press, Div Of Fi.
Olsen, E. J. (2012). Strategic planning kit for dummies. Hoboken, N.J: Wiley.