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How do you balance change with core values?

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Change is inevitable and necessary for any organization that wants to survive and thrive in a dynamic and competitive environment. However, change can also create challenges, conflicts, and resistance, especially when it clashes with the core values of the organization or its stakeholders. How do you balance change with core values, and ensure that your change initiatives are aligned with your mission, vision, and culture? In this article, we will explore some strategies and tips for managing change with respect to core values, and how to communicate and engage your employees and customers in the process.

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Ramesh Raman

Director at Raman Business Ventures Pvt Ltd

1 Define your core values

Before you embark on any change initiative, you need to have a clear and shared understanding of what your core values are, and how they guide your decisions and actions. Core values are the fundamental beliefs and principles that shape your identity, purpose, and culture as an organization. They should be consistent, authentic, and meaningful, and reflect what you stand for and why you exist. To define your core values, you can use various methods, such as surveys, interviews, workshops, brainstorming, or storytelling, to elicit feedback and input from your employees, customers, partners, and other stakeholders. You can also review your vision, mission, and goals, and identify the values that support them. Once you have defined your core values, you should document them, communicate them, and embed them in your policies, processes, and practices.

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Ramesh Raman

Director at Raman Business Ventures Pvt Ltd
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Lessons from a Corporate Merger! I had worked in Bank A which was quite professional, but protective towards employees. Bank B (which I joined later) was always in chaos, there was very little cooperation and collaboration, etc.! Later, Bank B merged with Bank C! Bank C had a fairly lethargic work ethic and sort of mollycoddled their staff! The bosses of Bank C got most of the plum jobs! Those bosses were not bothered about the values of Bank B! This shabby and toxic work atmosphere affected me mentally, and I resigned six years later! Learning points: a) An Organization must maintain its Core Values! b) Merging organizations must decide a new set of Core Values! c) Leaders should follow Core Values in both letter and spirit!

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2 Assess the impact of change

Before you implement any change initiative, you need to assess the impact of the change on your core values, and how it will affect your stakeholders and their expectations. You can use tools such as SWOT analysis, stakeholder analysis, impact analysis, or risk analysis, to evaluate the strengths, weaknesses, opportunities, and threats of the change, and the benefits, costs, and risks involved. You should also consider the potential resistance, barriers, or conflicts that the change might create, and how to address them. You should involve your stakeholders in the assessment process, and solicit their feedback and suggestions. You should also align your change objectives and outcomes with your core values, and ensure that they are compatible and complementary.

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Kyle Q.
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Prior to addressing any type of change organizationally, it would be prudent to consider the values of your organization and whether these future changes will address or detract from there respective goals.

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3 Communicate the change

Communication is key for any successful change initiative, especially when it involves core values. You need to communicate the change clearly, consistently, and transparently, and explain the rationale, benefits, and implications of the change for your stakeholders and their values. You should also communicate how the change is aligned with your core values, and how it will enhance or reinforce them. You should use various channels and formats, such as emails, newsletters, meetings, webinars, or videos, to communicate the change, and tailor your messages to different audiences and their needs and preferences. You should also encourage dialogue and feedback, and listen to the concerns, questions, or suggestions of your stakeholders. You should also acknowledge and address any gaps or inconsistencies between the change and your core values, and provide reassurance and support.

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Raissa Sales

Senior Change Management Consultant & Ambassador in Business @ EY | Driving Change Strategies
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Here some insights about it. Is it complex communicate the main reasons of a change? Yes and no. Any transformation has challenges. But without a structured methodology, more close this answers is a negative one. For increasing your rate of success you need to connect the change initiative with the purpose organization and values. Use as a guide questions like "What is the reason of that transformation?" or "Why this change is happening right now?" Mainly because those are decisions of business, choices of your company. And remember, when theory and practice have matched, most chances you have to achieve best results.

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Benjamin Kroeger, CSP, CHMM

Passionate EHS Leader Inspiring Excellence and a strong Safety Culture through Coaching and Mentorship
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I recently experienced a transformation that was poorly communicated. So poorly that I made a decision to change companies and roles. The transformation didn't involve any stakeholders that would be directly impacted by the transformation. No dialogue was encouraged and no feedback was requested from any stakeholder. It was contrary to the principles of the company's management philosophy which prompted my departure. The lesson here is, communication is critical to transformation.

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4 Engage your stakeholders

Engagement is crucial for any effective change initiative, especially when it involves core values. You need to engage your stakeholders in the change process, and make them feel valued, respected, and involved. You should also leverage their skills, knowledge, and experience, and empower them to contribute and participate in the change. You can use various methods, such as workshops, focus groups, surveys, or co-creation, to engage your stakeholders, and foster collaboration and innovation. You should also recognize and reward their efforts and achievements, and celebrate their successes. You should also foster a culture of learning and feedback, and provide opportunities for reflection and improvement. You should also monitor and evaluate the impact of the change on your core values, and your stakeholders' satisfaction and loyalty.

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Benjamin Kroeger, CSP, CHMM

Passionate EHS Leader Inspiring Excellence and a strong Safety Culture through Coaching and Mentorship
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Engage early and often. Not engaging fosters non-collaboration and zero innovation. As a leader be willing to listen to different perspectives and learn from others. Ensure that the transformation has clear set means to determine the effectiveness and not build those on the fly during the transformation.

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5 Adapt and evolve

Change is not a one-time event, but a continuous and dynamic process. You need to adapt and evolve your change initiatives, and your core values, to respond to the changing needs, expectations, and challenges of your stakeholders and the environment. You should also embrace and anticipate change, and seek new opportunities and possibilities for growth and development. You should also review and revise your core values periodically, and ensure that they remain relevant, meaningful, and inspiring. You should also solicit feedback and input from your stakeholders, and incorporate their insights and perspectives. You should also learn from your successes and failures, and apply your lessons and best practices to future change initiatives.

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6 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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How do you balance change with core values?

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2

3

4

5

6

1 Define your core values

2 Assess the impact of change

3 Communicate the change

4 Engage your stakeholders

5 Adapt and evolve

6 Here’s what else to consider

Change Management

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How do you balance change with core values?

1

2

3

4

5

6

1 Define your core values

2 Assess the impact of change

3 Communicate the change

4 Engage your stakeholders

5 Adapt and evolve

6 Here’s what else to consider

Change Management

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