What school can teach you about how to run a thriving business
the value of values
Today people are less likely to be content to work for money alone. This is more marked in younger generations.
Research has shown that we are more likely to choose, stay and be satisfied at work when our values align with company culture and core values. Despite this, around half can’t recall the values of an organisation, and as many as one in five do not believe they are an honest representation of company culture.
If you want to be an outstanding organisation, values are vital. As perfectly surmised in a Deloitte survey:
“Exceptional organisations have core beliefs that are unique, simple, leader-led, repetitive, and embedded in the culture”
So what can schools teach you about how to engage and unite your organisation?
Lesson number 1 - Let values be the heartbeat
Values are born out of what is shared. Yet despite this, they are often created during a leadership, brand, or HR exercise, and then left to live out their days on the company website or office wall. No wonder so many people are oblivious or disconnected from the values of where they work.
At my son’s new secondary school, this was not the case. It also marked the stark contrast between his current school (struggling) and his soon to be new secondary school (thriving).
After six years at his primary school, he was unable to recall the school values. Yet after 1 hour at his new school, he could recite them off by heart. Most importantly, he understood the importance of these values and what he would need to do to succeed.
From the open evening to the induction video, to the welcome visit, values were always present. Everyone was united by the same source.
Lesson number 2 - Focus on behaviour not output
A united values-based culture reaps the rewards for the individual’s sense of well being and purpose. But if people are our most valuable asset, why do so many feel disconnected from the organisational values?
In the UK there is a ‘giant gulf’ between individual and organisational values. A study from The Institute of Leadership & Management shows that businesses do not uphold a whopping 70% of personal values.
“Workers place greater value on the human aspects of the work environment (such as honesty, doing the right thing and making a difference), whereas organisations’ values give greater focus to more functional and outcome-driven measures, such as accountability, quality and teamwork.”
At my son’s new school, the values they chose were not functional. They did not mention their place in the grades table or parade their OFSTED report around like a show pony. Instead, they decided to recognise, reward and applaud the individuals who upheld the school values. They showed all of us that success was not measured by numbers, but by individuals behaviour, actions and choices.
Lesson number three - Engage by modelling behaviour
Edelman Trust Barometer 2020.
Management needs to build trust by role modelling behaviour that upholds the values of your organisation. Confidence in leadership is essential to rally the troops.
At my son’s new secondary school, each member of the staff referred to the school values and explained how they played out in their department. They were all leading by example - only time will tell if this is true!
Would your company values survive the stress test?
Highly engaged teams show 21% greater profitability (Gallup 2019) - others suggest this figure is even higher.
Values cannot be imposed. They need to be what you are, not what you want to be. So if the stories your staff tell about life at work do not match with your values you proclaim, you have a problem.
An excellent place to start is asking your team:
When we are at our best, what values do we uphold? When we are at our worst, what values are we sacrificing?
If the time is right to take a good, honest look at your core values, Cause for Change offers a free Company Values Stress test. Get in touch if you want to find out more.