#35 Values

In the realm of personal development and organisational culture, few concepts hold as much significance as Values. Whether we're discussing an individual's core beliefs or the guiding principles of an organisation, values are the unseen forces that shape our decisions , behaviours, and ultimately, our successes or failures. They are the invisible hand that steers us, often without our conscious awareness.

Values are not just abstract ideas; they are the bedrock of our identities, both personal and corporate. They dictate how we interact with the world and how we align ourselves with others. In this article, we will explore the profound impact of personal and corporate values, and how their alignment or misalignment can make or break careers and organisations.

The Power of Personal Values

Personal values are the beliefs and principles that guide our actions and decisions. They are deeply rooted in our upbringing, experiences, and reflections on what we consider important in life. These values can include integrity , empathy, ambition, and resilience, among others. They serve as our internal compass, helping us navigate the complexities of life and making choices that resonate with who we truly are.

An individual's values are not static; they evolve over time as we grow and learn from our experiences. However, some core values remain constant, providing us with a sense of stability and identity. For instance, the value of integrity—being honest and having strong moral principles—might be something a person holds onto throughout their life, influencing their personal and professional decisions.

In his book The Seven Habits of Highly Effective People , Stephen M. R. Covey highlights the importance of aligning one's actions with their personal values. Covey states:

"Our character is basically a composite of our habits. Because they are consistent, often unconscious patterns, they constantly, daily, express our character."

This quote underscores the idea that our values, expressed through our habits, define our character and influence our effectiveness in both personal and professional realms.

Corporate Values: The DNA of an Organisation

Just as individuals have personal values, organisations have corporate values. These values are the fundamental beliefs that shape an organisation's culture, influence its strategic decisions, and define its identity. Corporate values such as innovation , customer focus, and social responsibility serve as guiding principles that inform how an organisation conducts its business and interacts with stakeholders.

Corporate values are often articulated in mission statements, vision statements, and codes of conduct. However, it is not enough for these values to be mere words on paper; they must be lived and breathed by every member of the organisation, from the top executives to the entry-level employees. When corporate values are genuinely embraced, they create a strong, cohesive culture that can drive success and foster loyalty among employees and customers alike.

Take, for example, the story of Enron, once a giant in the energy sector. Despite having "integrity" as one of its core values, Enron's downfall was a direct result of unethical practices and a blatant disregard for the very values it claimed to uphold. This tragic example serves as a reminder that corporate values must be more than just marketing slogans ; they must be ingrained in the organisational culture and reflected in every action and decision.

The Intersection of Personal and Corporate Values

The true magic happens when personal values align with corporate values. When employees' personal values resonate with the values of their organisation, they are more likely to feel a sense of purpose and fulfilment in their work. This alignment creates a powerful synergy that can drive both individual and organisational success.

Conversely, when there is a disconnect between personal and corporate values, it can lead to disengagement , dissatisfaction, and ultimately, turnover. Employees who feel that their values are not aligned with those of their organisation may struggle to find meaning in their work, leading to a decline in performance and morale.

Consider the following anecdote: A talented software developer named Sarah joined a tech organisation with high hopes. She valued innovation, collaboration, and transparency—values she believed were shared by the organisation. However, as she became more familiar with the company's culture, she discovered that innovation was stifled by rigid processes, collaboration was overshadowed by internal competition , and transparency was merely a buzzword used in meetings but not practiced in reality. Over time, Sarah became increasingly disillusioned and eventually left the company to join another organisation whose values truly aligned with her own. This story illustrates the importance of value alignment in retaining top talent and fostering a positive work environment.

Building a Values-Driven Organisation

For organisations to thrive, it is crucial that they not only define their values but also ensure that these values are lived by every employee. Here are some steps organisations can take to build a values-driven culture:

1. Clearly Define and Communicate Values: Organisations must clearly articulate their values and ensure that they are communicated effectively to all employees. This can be done through onboarding processes, training programs, and regular communication from leadership.

2. Lead by Example: Leaders play a critical role in embodying the organisation's values. They must model the behaviours and attitudes that reflect the company's values and set the tone for the rest of the organisation.

3. Embed Values in Decision-Making: Corporate values should be a key consideration in all business decisions, from hiring and promotions to strategic planning and customer interactions. This ensures that the values are not just words on a wall but are actively guiding the organisation's actions.

4. Recognise and Reward Values-Driven Behaviour: Organisations should recognise and reward employees who exemplify the company's values. This reinforces the importance of values and encourages others to follow suit.

5. Regularly Review and Reinforce Values: As organisations grow and evolve, it is important to regularly review and reinforce their values to ensure they remain relevant and aligned with the company's goals.

The Long-Term Benefits of Values Alignment

When personal and corporate values align, the benefits are profound and far-reaching. Employees who feel that their values are aligned with those of their organisation are more likely to be engaged , motivated, and loyal . This leads to higher productivity, better collaboration, and a more positive work environment.

Moreover, organisations that are driven by strong, authentic values are better positioned to build trust with their customers, partners, and communities. This trust is invaluable in today's business landscape, where consumers and stakeholders are increasingly looking for companies that not only deliver quality products and services but also operate with integrity and social responsibility.

In conclusion, values are the invisible hand that guides both individuals and organisations towards success. By ensuring that personal and corporate values are aligned, we can create a powerful synergy that drives performance, fosters loyalty, and ultimately leads to a more fulfilling and successful professional journey.