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What do you do if your team members don't understand or share your vision and values?

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Navigating a team towards a shared vision and set of values can be as challenging as steering a ship through a storm. When you find that your team doesn't grasp or align with the direction you're aiming for, it can feel like you're speaking different languages. It's crucial to acknowledge this disconnect as a pivotal moment for leadership. Your response could either bridge the gap or widen it, impacting not just the current project but the long-term culture of your team. Let's dive into how you can foster understanding and encourage a shared commitment to your vision and values.

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1 Reflect First

Before addressing the team's alignment issues, take a moment to self-reflect. Ask yourself if your vision and values have been communicated effectively. It's possible that what seems clear in your mind hasn't been translated into a form that resonates with your team. Consider whether you've provided concrete examples of how these values should be manifested in daily work. Reflecting on your communication style and methods could reveal gaps that, once bridged, can significantly enhance mutual understanding.

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2 Open Dialogue

Creating an open dialogue is key to resolving misunderstandings. Invite your team to discuss their perceptions of the vision and values. This is not merely a chance for you to restate your perspective but an opportunity to listen actively to their thoughts and concerns. Through this exchange, you can identify areas of confusion and address them directly. Additionally, by involving your team in the conversation, you foster a sense of ownership over the shared goals.

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Jenn Barley

We build TEAM FIRST cultures to boost engagement, elevate productivity, and outperform the competition.
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In a team-first culture, it is about understanding how an individual can connect their own values to the values of the organization. Having the team member identify their top five values and begin to draw links to the company values can help the situation. There are many ways to express various values, and having conversations to discuss cross-over and expression can help with perspective on both parts.

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3 Educate Gently

When there's a lack of understanding, education is necessary. However, it must be done gently to avoid alienating team members. Introduce workshops or training sessions that tie the vision and values to everyday tasks. Use these sessions to highlight the benefits of aligning with the company's direction, not just for the business but for individual growth and satisfaction. This approach helps team members see the practical application of abstract concepts.

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Sandeep Bagga

Unconventional HR leader I Top 150 Future CHRO in India 2024 I Top 50 Agile leaders in India 2023 I
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It is important to understand that all employees are coming from different Qualification, Industrial and Geographical backgrounds. 1) Don't try to force things, take it gradually. 2) Try to make things easy by mingling on informal lunch meets and team events. 3) Try explaining the pros and cons of the Culture changes and the benefits that employees will derive.

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4 Lead by Example

Leadership is about setting an example. If you want your team to understand and share your vision and values, you must embody them in every action and decision. This consistency between what you say and what you do will serve as a powerful teaching tool. Your team will learn from your example, understanding that these are not just words on a page but principles that guide how the team operates and succeeds.

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5 Adjust Expectations

Sometimes, despite your best efforts, not everyone will be on board with your vision and values. It's important to recognize when to adjust your expectations and how to manage diversity in thought within your team. While core values should remain non-negotiable, be open to how they can be interpreted and applied. This flexibility can help integrate different perspectives while maintaining a cohesive direction.

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6 Reinforce Regularly

Lastly, reinforcing your vision and values should be an ongoing process. Use regular meetings, company communications, and recognition programs to continually remind your team of the core principles guiding your work. Celebrate when team members exemplify these values, providing positive reinforcement that encourages others to follow suit. Consistent reinforcement helps keep the vision and values at the forefront of everyone's mind, making them integral to the team's culture.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Alize Hofmeester????

Change Strategy & Transformation Expert ? Empowering Leaders to Drive and Scale People-Centric Change ? Author Purpose Driven People ? Keynote Speaker ? Obeya Coach
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What is tricky in this article is the your in the title: What do you do if your team members don't understand or share your vision and values? The leader's values and vision should be aligned with those of the organisation. Moreover, it is not only about the values, but also about the associated behaviour. Simply sharing your vision and values is not the same as having shared values. From my experience, it helps tremendously to work together as a team to translate the organisation's purpose, vision, values and principles to the team. To create the team purpose together and understand what the values mean to them. In this way, the team's values and vision are aligned with those of the organisation and the leader.

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What do you do if your team members don't understand or share your vision and values?

1

2

3

4

5

6

7

1 Reflect First

2 Open Dialogue

3 Educate Gently

4 Lead by Example

5 Adjust Expectations

6 Reinforce Regularly

7 Here’s what else to consider

Culture Change

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What do you do if your team members don't understand or share your vision and values?

1

2

3

4

5

6

7

1 Reflect First

2 Open Dialogue

3 Educate Gently

4 Lead by Example

5 Adjust Expectations

6 Reinforce Regularly

7 Here’s what else to consider

Culture Change

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