The Great Realignment: How New Values are Changing the Way We Work

There are certain times in history that stand apart from the rest as periods of enormous expansion — eras remembered for the great achievements, discoveries, or inventions that would forever change the way humans show up in the world and interact with one another. We have names for some of these periods in time – the first Industrial Revolution, for instance, when the steam engine gave us access to a new type of energy, and thus paving the way for a more accelerated economy. Or the rise of the digital age over two centuries later, whose computers and electronics would go on to form part of the foundation for an overwhelming majority of our jobs today.

Though incredibly impactful, none of these times were particularly easy for the people who lived through them – and certainly not everything that came from them was good. But what they did do was require people to reconsider and shift their values on a massive scale, changing society’s values and culture along with them.

As I support my clients through adapting to some of the most uniquely intense years in human history — and observe the challenges, ingenuity, and shifts in values that have been born from them — I can’t help but wonder if we’re going through a period of cultural expansion ourselves. One where the challenges, desperation, and sheer stress of the pandemic have guided us towards values that prioritize our health as whole humans.

And while we all strive to understand how our work climates have shifted over these last few years, and what those shifts mean for how our teams operate and how we lead now – I have to ask myself:

Are we living through a new type of modern-day cultural revolution?

And if so: What values are being born from it – and how do we as leaders adapt to them?

What questions have we been too afraid to ask, and is our current shift in values necessitating that we ask them now?

These questions are not only coming up in boardrooms; they’re popping up around dining room tables, as they did just the other night with my brother (a business owner in construction and father of two 20-somethings finding their way), my cousin (an Assistant Vice President of Human Resources for a top 100 of Fortune 500 companies and mother of three adult children), her husband (a career bar tender going through his own work-life transition with their 25 year old son living at home), my mother (a retired OB nurse and dedicated mother to three entrepreneurs), and my father (a retired US Marine and business owner himself — still a life long learner, and often antagonist, at age 87). And with so many varied perspectives, it was not only a fascinating conversation, but an enlightening one; it was clear that no matter their background or world perspective, everyone had been affected by this apparent mass shift in values that has resulted in employees caring more about certain things today that didn’t seem to be deal breakers before the pandemic.

So what are these new values, and how do we go about understanding them better so that we can meet employees at the intersection of their own personal values and those of our organizations?

Take a look at the full article here to find out!

Four Fatal Fears: Four Fears That May Be Holding You Back

As we consider the cultural transformation that we find ourselves in as leaders, it's important to be critically aware of our internal dialogue that may be holding us back from embracing the new normal.

It’s said that there are four root fears that result in an abundance of behaviors that inhibit people from performing at their highest abilities; these are called the Four Fatal Fears. They are:?

• the fear of FAILURE
• the fear of BEING WRONG
• the fear of REJECTION
• and the fear of BEING EMOTIONALLY UNCOMFORTABLE?

One of our resources, Four Fatal Fears, explores each of these fears, posing questions that encourage you to dig deep to determine which fear(s) might be playing a role in your own life and leadership.?

As a society, we’re often taught that fear is our enemy — something to run from and avoid at all costs. And for good reason, right? If the past few years have taught us anything, it’s that fear can be all-consuming, turning us into versions of ourselves that we don’t even recognize. And as leaders being challenged with supporting employees with shifting values and priorities rooted in strong work cultures and balanced lives, it can be invaluable to understand what fears may be getting in the way of us leading through this transformation.

If working in leadership development for 30+ years has taught me?anything, it’s that useful, positive change often happens when we look at the things we fear the most.?Which means that, while fear doesn’t feel great in the moment — and can often lead us to?disassociate?— if we get clear on the root causes of our fear and use it to our advantage, it can be effective in leading us in the right direction. Towards cohesive, high performing teams. Towards productive strategies. Towards joyful workplaces.

Take a look at this resource!

Values in Action: Defining Your Personal, Team, and Organization's Values

Values are the foundation for everything we do as individuals, as teams, and as organizations.?

When employee values and organizational values?differ, it can create a rift between employees and leadership, ultimately resulting in frustrated teams, unmet goals, disengaged employees, and lower profits.

A great place to start when trying to set your team up for success by aligning employee and organizational values is defining those values. This worksheet is designed to walk you through the process of doing just that, giving you the space you need to observe your values in action over time and determine what those TRUE values really are, how they align or misalign, and how to reconcile?any gaps.?

This exercise can be a real eye opener for you and your team!?

Take a look at this resource!

Powerful Resources to support dynamic leaders & teams

• In The Emergency Room | A Microcosm for Change, Gretchen Reid and?Dr. Anita Bangale of America’s ER discuss how important adaptability is in the face of a rapidly changing environment and how it is critical both in a hospital and business setting.
• Our Navigating and Thriving Through Change?document offers tools and insights to help you better support and guide your team during times of great change — an excellent tool for teams creating or hoping to create values-based?changes in order to better serve employees and their shifting priorities.
• Visit our Resources Page for even more support in building leadership, navigating change, course-correcting after difficult situations, identifying organizational values, creating value-driven strategies and more.

GRETCHEN'S CORNER

In light of this month's article, I’ve been thinking a lot about my own values and how they’re being shaped by my new outlook and definition of work, leadership, and teams.?

I’ve recently become an empty-nester, have just returned from a month of travels as a #vanlifer, am launching a number of new clients during my 6 weeks back in my home office, am preparing to hop a jet plane for a month-long sabbatical in Italy while my team executes on client projects, and then will be preparing to take both work and life back out on the road for another two months through the holidays leading into the new year…?

As you can see, I have plenty to consider as I, myself, am in transition — and am perhaps an excellent model for a work-life balance that goes against the grain. But I wasn't always, and?I know how scary it is to lead others while also shifting overarching team and leadership values.?

The truth is, it's challenging.?

But not impossible.?

And once you do the work to understand how best to serve your team and prioritize the values that make their lives — and ultimately, your organization — better, it's all more than worth it.

I hope the resources we've shared in this newsletter help guide you on your path to being the most effective leader you can be in these changing times. If there's anything we can do to be of service, don't hesitate to reach out.

In your corner,

Gretchen