Values Equal Behaviors
In last week’s blog I gave an overview of Patrick Lencioni’s six questions in the organizational framework from his book The Advantage. I also dived into the first question, why does our organization exist? I shared the importance of having a solid answer to that question as well as what my answer is for Serenity Business Services. This week I want to discuss the next question from the framework:
Question #2 - How do we behave?
The success of an organization can in large part be attributed to a strong sense of purpose and a set of core values that guide their decision-making and shape their culture. Let’s talk about how a genuine set of core values can help organizations build stronger and more cohesive teams.
Understanding Core Values
At its core, an organization's values represent the fundamental beliefs and principles that guide its behavior and define its culture. Lencioni emphasizes the need for clarity and simplicity when it comes to core values. Distilling them down to a few, easily understandable and actionable principles can help an organization ensure that these values become deeply ingrained in the fabric of their operations.
The Power of Alignment
One of Lencioni's key insights is that the true power of core values lies in aligning every individual within an organization around them. When team members share a common set of values, it creates a sense of unity and purpose. This alignment promotes collaboration, boosts engagement, and provides clarity to employees to make decisions that are in line with the organization's overall vision.
Hiring for Values Fit
According to Lencioni, hiring individuals who align with an organization's core values is just as important as assessing their skills and qualifications. By emphasizing a values fit during the hiring process, organizations can bring in individuals who not only possess the necessary competencies but also share the same beliefs and principles. This alignment fosters a cooperative work environment and reduces conflicts that may arise due to value misalignment.
Creating a values-driven culture requires continuous effort and commitment. Lencioni emphasizes the importance of leadership in nurturing and reinforcing core values throughout an organization. Leaders must consistently communicate, model, and reinforce the values to ensure their integration into daily practices and decision-making. By doing so, they inspire employees to embrace and champion these values, creating a self-reinforcing cycle of positive culture instead of an empty series of words posted in the breakroom.
For Serenity, with the help of a number of mentors and colleagues I have identified the values that drive me and get me up in the morning. Here they are and little about why:
Purpose Driven
I believe we are all made with a purpose. The trick is finding yours. At Serenity I am giving financial peace of mind to each of my clients regardless of size, industry, or financial situation and that has great significance to me.
Relational
A vendor that allows themselves to be “just a vendor” is saying they are content to simply being a means to an end. I want to partner with clients to carry on the mission of their organization. To help them accomplish their “why.” I like to say as a Fractional CFO I’m not “part-time” but I’m part-of-the-team!
Trusted
“Trust isn’t given, it’s earned” is something my father told me growing up. As a dad now, I’m pretty sure it’s a rule that you have to tell your kids that. It’s cliché, but it’s cliché for a reason; it’s true. I strive to build relationships with my clients that are built on transparency, integrity, and mutual respect.
Currently, once a week I try to take 30 seconds to review my core values and ask myself: Are these still true? Do these set me apart from 95% of the other firms in my field? Are these really driving me? If I sit on these for a second, does my blood start to pump just a little faster? If the answer is no, I know I need to do some more thoughtful re-examination.
Next week we’ll spend one last week on Lencioni’s playbook. Last week we asked “why,” this week we asked “how,” next week we ask “what.” What does your organization actually do? Until then, does your organization have a set of core values? Are they relics of some bygone era that nobody really relates to? Or are they values that genuinely excite you? If not and you’re part of the leadership of the organization then take the time to gather your lead team together and/or trusted partners. Sit down together and allow yourself to be introspective and figure out what drives you to accomplish your organization’s mission, the “why” we discussed last week. Allow room for debate and discussion. This process more often than not will just help to continue to build unity among your leaders which is one of the best things you can do for the rest of your team and for your organization’s mission.