Aligning Behaviors with Core Values

Once youâve defined your organizationâs core values, you can reinforce them by incorporating them into your performance appraisals and organizational assessments. In order to do that, you need to identify the specific behaviors associated with each core value. For example, âbeing flexible and adapting to changes in customersâ needsâ might be a core behavior associated with customer service.

This leadership tool shows how to articulate a set of behaviors that reinforce the core values. First step is to list your core values along with its related performance measures. Then discuss the related behaviors. Point out which behaviors are substantial in uplifting the core values. Each core value should have at least 10-15 associated behaviors. ().

Once you're finish creating a list, share it with co-workers and ask for their feedback. After several repetitions, you should have created your own solid list. Make sure senior management has had a chance to review and refine the list before proceeding further. You can and must incorporate your core behaviors into your firm's performance and organizational assessments. An example of such an assessment is included below. This architectural firm conduct surveys with its employees on a semi annual basis. After the findings are process, they ask workers to group themselves and brainstorm ways to improve. The outcome? an oganization whose behaviors are well associated with its core values.

Core Value: Design and Execution Score: Disagree Agree

1. We discuss our customer's expected outcome for every project.

2. We adhere to our project management process.

3. Assignments are examined by a senior manager for "executability" and "creative response.â

4. We tell employees the things which is needed and which meets our standards of "creative quality".

5. We gauge customer satisfaction in all our projects.

6. We discuss outside projects that meet the firmâs design standards.

7. We identify what people need to learn to meet our standards â and provide resources to mentor them.

8. We challenge each other's ideas for us to improve and be more creative.

9. We provide people time to explore, research, reflect, and talk about creative options.

10. We take time to go outside and explore examples of other designs and executions.

Core Value: Design and Execution Score: Disagree Agree

11. We check on our clients on a consistent basis.

12. We are suited to carry out our client's specification: No surpises, no unexpected twist, no catch whatsover.

13. We accomplish projects on deadline.

14. We accomplish projects within budget.

15. We are flexible and adapt to changes in our clientsâ needs and desires.

16. We communicate internally when a clientâs needs are not being met (e.g. deadlines, assignment completions and budget).

17. We make it a point to provide an adequate time to get assignments done.

18. We respond to all client calls and emails within 24 hours.

19. As a matter of practice, we discuss innovative ideas on how to meet our client's needs.

20. We are all familiar with our client's condition.

21. We make it a point to inform co-workers regarding new clients.

Core Value: Quality Work Environment Score: Disagree Agree

22. We implement standards for each employee's performance.

23. We administer an annual (semi annual if requested) performance appraisal.

24. We ensure that everyone has individual development plans.

25. We offer competitive salaries, benefits and incentives.

26. We salute the most productive teams and employees.

27. We urge people to give out suggestions on improving the things that the firm does.

28. We teach people how to clarify decision-making roles and responsibilities.

29. We decide on issues based on the data at hand.

30. We acknowledge the weight of other people's opinion.

31. We take the time to detail our concerns â and our reasoning.

32. We teach people how to manage projects effectively.

33. We address our conflicts with one another directly.

34. In a matter of minutes, relevant information is disseminated throughout the firm.

35. We provide our workers an avenue for further growth and development.

36. These behaviors are the focal point of our hiring and promoting policies..COM

Core Value: Ethical Conduct Score: Disagree Agree

37. We exhibit fairness with one another.

38. We respect each other.

39. We are truthful with one another.

24. We are genuinely honest with our customers.

41. We are responsible for our mistakes.

42. We assume good intentions â until proven otherwise.

43. We communicate bad news right away to each other.

44. Based on our goals and objectives, we exercise careful judgment when it comes to our client's work.

45. We care for the communities we serve.

Core Value: Financial Sustainability Score: Disagree or Agree.

46. We are effective in generating new business.

47. We are good at maintaining existing customers.

48. We are effective in controlling costs.

49. We take calculated risk in line with our goals and objectives.

50. We supply the resources that are substantial to the firm's advancement.

51. We share the financial information needed to make sound business decisions.

52. We arrange trainings for our employees for them to comprehend financial data.

Note: People's responses must be treated as confidential. Don't trouble yourself with thoughts of "who said that?". You must focus on redefining the strengths and weaknesses of the organization.

You can use a similar approach to create a performance appraisal. By changing the "we" to "I" you have now blend your core values with your performance appraisals. In the same manner, you can come up with a list of questions to ask job candidates. After confirming their technical mastery, ask them to state instances wherein they demonstrated these behaviors in the past. Quickly, you'll come up with the idea on how to incorporate them into your organization's culture.

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