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ARE VALUES GUIDING YOUR TEAM TO GREATER HEIGHTS?

Allan Anderson • April 21, 2024

Your real values are reflected by your behavior, and if your  espoused values are not consistent with your behavior, you will lose  credibility and trust.  In this article, Jesse Lyn Stoner reminds us the importance of team values, and takes us through seven steps to get us on the path to our teams creating shared values.


Pulling for you,



Alan Andersen


HOW TO CREATE SHARED VALUES THAT GUIDE YOUR TEAM TO GREATER HEIGHTS


Values  are beliefs about what is fundamentally important. They affect your  decision-making and your behaviors, whether you are conscious of them or  not. Your real values are reflected by your behavior, and if your  espoused values are not consistent with your behavior, you will lose  credibility and trust.

The same is true for teams. When a team identifies and commits to  living shared values, there is a deeper level of trust, better problem-solving and increased collaboration.


Team values are more than just a collection of the values of  individual team members. Team values are reflected by the general  pattern of behaviors of team members. They might not be explicitly  stated, but it is possible to observe the general norms of behaviors to tell what the values are.  Are people respectful toward each other? Do they push boundaries or are  they conventional? Do they avoid conflict or is conflict surfaced and  addressed?

Team Values and Purpose


To be most effective, team values should be consistent with the  personal values of the team members and also the purpose of the team.  For example, if you are an accounting department and see your team  purpose as collecting and organizing financial information,  partnering or collaborating with  others won’t be as important as being accurate and dependable. On the  other hand, if you see your team purpose as “providing information and  advice to guide leaders in wise financial decision making,” then partnering and collaborating with business leaders will be essential for your team’s success.

Team Values and Company Values


It’s important to consider how your team values support the purpose  or mission of your company. For example, if your company operates a  cruise line, safety and entertainment are likely to be  core values. The accounting department will need to consider how these  values translate to their own department. Safety might translate to fiscal responsibility. Some values like entertainment  might not translate to a core team value, which is fine. However, even  if it is not a driving value for your team, it must still be respected  or conflict will arise.


If your company hasn’t articulated values, don’t wait.


Consider your sphere of influence, and within that sphere, work with  your team to identify your team’s values. As your team consistently  lives its shared values, those who are impacted will notice, and  interest and energy will spread. At the very least, you will have  strengthened your own team. And you might be pleasantly surprised to  discover that others will begin to change as well, because change does not have to begin at the top of an organization.


7 Guidelines to Create Shared Values


1. Don’t assume that any values are simply “understood.” If you think something is already understood, it needs to be named as an important core value. If some form of integrity or ethical behavior is not identified as a core value, you will eventually find yourself in a downward spiral.


2. Involve your team in identifying the values. You  can’t impose values on others. When you surface the values that your  team cares deeply about, they will commit to living them.


3. Don’t make a laundry list. Focus on the shared  values that are the key drivers to fulfill your team’s purpose. There  are usually only three to five core team values. You don’t need to  include each individual’s personal values, as long as there are no  values conflicts.


4. Translate the values into observable behaviors. Providing behavioral examples helps your team understand what the values look like when they are being lived.


5. As a leader, model the values consistently. People watch what you do more closely than they listen to what you say.


6. Integrate your stated values into your daily processes and practices. Refer  to your values when it’s time to make important decision. Talk  frequently about how they are reflected in your daily work. They will  not be effective if they are seen as something extra or “soft.”



7. Don’t ignore a values breach. If a core value has  been violated, address it immediately. No one is exempt. Too often bad  behavior of “high performers” is ignored, which in the long run  undermines your entire team.


Originally posted by Jesse Lyn Stoner

Breaking the Cycle of Misery: A Leadership Journey

By Shandel Sutherland • November 24, 2024
Introduction Have you ever felt trapped in a cycle of stress, frustration, and burnout? As leaders, it's easy to get caught up in the day-to-day grind and lose sight of what truly matters. In this blog post, we'll explore the concept of the "cycle of misery" and how to break free from it. Understanding the Cycle of Misery The cycle of misery is a common trap that many leaders fall into. It's characterized by a negative mindset, a focus on problems, and a tendency to blame others. When we're in this cycle, we become our own worst enemies, constantly worrying and stressing over things that are outside of our control. Key Signs of the Cycle of Misery: Fear and Insecurity: Feeling overwhelmed and uncertain about the future. Anger and Frustration: Blaming others for problems and taking things personally. Lack of Confidence: Doubting your abilities and questioning your decisions. Isolation: Withdrawing from others and avoiding social interaction. Negativity: Focusing on the negative aspects of situations and people. Breaking Free from the Cycle To break free from the cycle of misery, we must focus on the following: Self-Awareness: Recognize the signs of the cycle and be honest with yourself about your current state. Mindfulness: Practice mindfulness techniques to stay present and reduce stress. Positive Self-Talk: Challenge negative thoughts and replace them with positive affirmations. Seek Support: Talk to a mentor, coach, or therapist to gain perspective and guidance. Prioritize Self-Care: Make time for activities that you enjoy and that help you relax. Focus on Solutions: Instead of dwelling on problems, focus on finding solutions. Connect with Others: Build strong relationships with colleagues, friends, and family. The Healthy Cycle of Growth In contrast to the cycle of misery, the healthy cycle of growth is characterized by positivity, resilience, and a focus on solutions. By cultivating a growth mindset and practicing self-care, we can break free from the cycle of misery and achieve our full potential. Conclusion Remember, it's okay to experience challenges and setbacks. The key is to recognize when we're slipping into the cycle of misery and take proactive steps to break free. By focusing on our values, practicing self-care, and connecting with others, we can create a more fulfilling and rewarding life.

Lead with Authenticity

By Jake Hinton • October 7, 2024
Embark on a transformative leadership journey where authenticity meets growth. This article delves into the pathways taken by a CEO to foster authentic leadership, emphasizing the shift from comfort zones to growth areas. Explore how resilience, accountability, and value alignment pave the way for effective leadership. By understanding oneself and embracing challenges, leaders can inspire their teams and nurture organizational success. Join us in uncovering the ripple effect of personal growth and its impact on building strong, authentic relationships.
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