{"id":51896,"date":"2021-10-21T12:39:37","date_gmt":"2021-10-21T16:39:37","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=51896"},"modified":"2021-10-21T12:53:55","modified_gmt":"2021-10-21T16:53:55","slug":"organizational-values","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/organizational-values\/","title":{"rendered":"Defining Your Organizational Values: Clarity Is Key"},"content":{"rendered":"\n<p>What are organizational values? Why are organizational values important?<\/p>\n\n\n\n<p>Organizational values are the beliefs that guide the conduct and <a href=\"https:\/\/www.shortform.com\/blog\/methods-of-decision-making-crucial-conversations\/\">decision-making<\/a> process of the members of an institution. Defining the values of an organization makes it easy to understand the rationale behind the actions of an organization and to evaluate the behaviors of its members.<\/p>\n\n\n\n<p>Read on to learn more about the importance of organizational values.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Importance of Organizational Values&nbsp;<\/strong><\/h2>\n\n\n\n<p>Organizational values are important for three reasons:<strong> clear values <a href=\"https:\/\/www.shortform.com\/blog\/how-is-trust-earned\/\">establish trust<\/a> and understanding, they guide the actions and behaviors of team members, and they open up vital conversations about privilege<\/strong><\/p>\n\n\n\n<p>Firstly, awareness of organizational values gives you a great deal of insight into their motivations and the reasoning behind their decisions. Having this insight establishes stronger connections and trust between team members. For example, if a team member regularly pushes back on your trendy new ideas, it\u2019s easy to assume they don\u2019t trust your judgment. In a conversation about values, they reveal that one of their <a href=\"https:\/\/www.shortform.com\/blog\/clarifying-your-values\/\">core values<\/a> is <em>authenticity<\/em>\u2014this reveals that they aren\u2019t distrustful, but that they\u2019re focused on ensuring that ideas are brand authentic, not just bandwagoning.<\/p>\n\n\n\n<p>Secondly, organizational values can be translated into behaviors and skills which can be modeled, evaluated, and improved. Without the tangible aspect of behaviors, organization values risk being too nebulous to be actionable\u2014they become meaningless feel-good words.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Unclear values:<\/strong> At X Corp, we care about quality, collaboration, sustainability, knowledge, balance, and community\u2014these are all worthy values, but they have no driving focus. When it comes to tough decisions, there\u2019s no evident \u201cright thing to do.\u201d<\/li><li><strong>Clear values:<\/strong> X Corp\u2019s values are \u201cbalance\u201d<em> <\/em>and \u201cknowledge.\u201d To practice balance, we have a \u201cno work emails on the weekend\u201d policy. To practice knowledge, we require that everyone comes to the weekly marketing meeting with a question, or a tool or skill to share.&nbsp;<\/li><\/ul>\n\n\n\n<p>Translating values into value-supporting behaviors provides clear guidelines of how you expect your team members to work together, make decisions, and show up to their work. Furthermore, they show you who\u2019s on track, who needs help, and who deserves recognition for their integrity. When thinking of behaviors to model your organization\u2019s values, ask yourself:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>What are value-supporting behaviors I expect from my team members?<\/li><li>What behaviors are not aligned with our organization\u2019s values?<\/li><li>Which team members deserve recognition for their continuous value-supporting behaviors?<\/li><\/ul>\n\n\n\n<p>The third reason for clarifying organizational values is that strong values can support <a href=\"https:\/\/www.shortform.com\/blog\/innovative-organizations\/\">innovative organizations<\/a> in the discussion around privilege. This discussion is usually swept under the rug because people fear saying the wrong thing, but it\u2019s vitally important to understanding the ways in which your organization supports or excludes diverse perspectives. Brave leaders, knowing that their role is to build an organization that supports diverse perspectives, lean into this conversation, depending on their values to push them through the fear and discomfort of saying or doing something wrong.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Clear Values Improve Feedback<\/strong><\/h3>\n\n\n\n<p><strong>Teaching and practicing strong organizational values is especially important for the process of giving or <a href=\"https:\/\/www.shortform.com\/blog\/receiving-feedback\/\">receiving feedback<\/a>. <\/strong>Often, feedback can be hard to hear and drives you to shut down or act defensively. When you bring your values to the table, however, you can rely on them to direct your emotions and reactions in the more productive direction of gaining insight and figuring out the way forward.<\/p>\n\n\n\n<p>When <em>giving feedback<\/em>, think about how you want to bring yourself and your values into the conversation. For example, if one of your values is courage, you can enter the conversation with the commitment to be honest and respectful, instead of defaulting to the comfort of polite half-truths. If your second value is teamwork, you might offer to come up with an improvement plan for your team member, rather than leaving them to figure it out alone.<\/p>\n\n\n\n<p>When <em>receiving feedback<\/em>, it\u2019s helpful to adopt a value-supporting mantra or behavior, such as \u201cI have the courage to at least sit here and listen\u201d (courage), \u201cPaying attention will make me a better teammate\u201d (teamwork), or \u201cI\u2019ll ask questions and fully understand\u201d (curiosity).&nbsp;<\/p>\n\n\n\n<p>These mantras and behaviors ensure that you show up to the conversation in such a way that you can find value in any feedback you receive. This is important because feedback usually doesn\u2019t happen under perfect circumstances. Instead, you\u2019ll usually find yourself in one of three situations: 1) receiving feedback from someone who doesn\u2019t know how to give it, 2) receiving feedback from someone skilled, but whose intentions aren\u2019t clear, or 3) receiving feedback that catches you off-guard.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>When receiving feedback from someone who doesn\u2019t know how to give it<\/strong>, remember that there is something valuable in what they are saying. Showing up to the conversation led by your values lets you find those valuable parts, and leave the rest behind.<\/li><li><strong>When getting feedback from someone with unknown intentions,<\/strong> remember that people giving honest and constructive feedback usually have your best interests in mind. While the feedback might be hard to hear, your values push you to come to the conversation ready to learn and make improvements.<\/li><\/ul>\n\n\n\n<p><strong>When getting feedback that catches you off-guard, <\/strong>remember that it\u2019s okay to take a break to consider the feedback, and come back later with your thoughts. Instead of letting you shut down and escape the conversation, your values push you to stay open to the feedback, and show up to the conversation again once you\u2019ve collected your thoughts.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What are organizational values? Why are organizational values important? Organizational values are the beliefs that guide the conduct and decision-making process of the members of an institution. Defining the values of an organization makes it easy to understand the rationale behind the actions of an organization and to evaluate the behaviors of its members. Read on to learn more about the importance of organizational values.<\/p>\n","protected":false},"author":10,"featured_media":51899,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[516],"class_list":["post-51896","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-dare-to-lead","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Defining Your Organizational Values: Clarity Is Key - Shortform Books<\/title>\n<meta name=\"description\" content=\"Why do leaders need to define the values of their organization? 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