Values Integration Roadmap
"At an organisational level values-based leadership is about creating connection: a connection with the purpose of the organisation, a connection with the vision for the organisation and a connection with the values that will underpin the purpose and vision (Frost, 2014)."
Values-driven organizations develop strong values connection through these seven elements:
- Clearly defined values
- Commitment and modeling by management
- Planned cadence for reinforcing and cultivating values with employees
- Incentive and reward programs aligned to values
- All aspects of employee experience shaped by values
- Integration into daily business functions
- Measuring and track key metrics
"Developing your corporate values early in your company’s history can have a lasting and positive effect on your organization and its culture, and it’s easier to do when your team is small (Friedman, 2018)."
The danger of values being irrelevant words on a page is high, requiring thoughtful leadership and engagement of employees in the six phase value-creation process.
(i) Frost, J. (2014). "Values based leadership", Industrial and Commercial Training, Vol. 46, (3)
(ii) Friedman, A. (2018). How to Establish Values on a Small Team. Harvard Business Review.
What Values Do
"Values define the culture of an organization, setting the tone for every interaction. No matter how productive or financially healthy a company is, without clearly defined values it will have difficulty fostering alignment to tackle problems, surmount challenges, and generate creativity (Kraemer, 2011)."
Though values are only one aspect of culture, they are an important ingredient that enhances organizational purpose and performance. Values are so important, leaving them ambiguous, assumed, and undefined is too great a risk for leaders and the organization. The senior leadership of every company is responsible for promoting and protecting the values that are pivotal to the organization's future. By ensuring values permeate daily interactions, leaders cultivate the "pattern of shared basic assumptions" that define company culture (Schein, 2010)." Below are five metaphors for exploring applications of values to daily leadership.
(i) Kraemer, H., Jr. (2011). From Values to Action: The Four Principles of Values-Based Leadership. Jossey-Bass
(2) Schein, E. (2010). Organizational Culture and Leadership. John Wiley & Sons.
In the volatile, uncertain, complex, and ambiguous business environment most leaders experience on a daily, basis, making decisions requires weighing various stakeholders, factors and considerations. Personal and organizational values provide a key filter for evaluating strategic alternatives. At Kingdom Capital, our values carry the greatest weight in our various filters, meaning we will forgo financial gain when there is a lack of value alignment with an opportunity or an action that would violate our values.