The Value of Values: Shaping the Future of Work through Human Capability
Dave Ulrich
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
Value and values are not the same, and when combined, they complement each other (see figure 1). When we understand the value of values, we focus our values on the value they create for others. While values matter because they shape beliefs, beliefs embody attitudes, and attitudes determine behaviors, defining the value of values matters more for all four domains of human capability (talent, leadership, organization, HR) in today’s evolving world of work.
As the world evolves to new realities with ongoing viruses, technology/digital innovations, social justice movements, and political upheavals, traditional values-based questions about the four domains of human capability can be better answered by considering the value of values.
1. Value of Values for Individuals
At a personal level, values clarification
The second coaching question I ask magnifies the first and represents the value of personal values: “Whom do you serve?” Without serving others, personal wants (based on values) are acted on more often in isolation and distanced from others. This can cause loneliness, one of the fastest growing psychological threats, which increases as people socially isolate from each other.
When individuals define their values (based on heritage, predispositions, and experiences), they determine and build on their strengths. Then to pivot from loneliness to connection, one’s values can help others discover their value when individuals build on their strengths to strengthen others.
2. Value of Values for Leaders and Leadership
Perhaps the simplest and most intuitive test of an effective leader is how often one leaves an interaction with the leader feeling better about oneself.
While individual leaders are wisely encouraged to demonstrate character by living their values (called authenticity, emotional intelligence, credibility, trust), if their values do not create value for others, they fail to use their power to empower others. Leaders are ultimately known for the impact they have on others when they help others recognize and live their values.
In addition to helping individuals as leaders, most companies build leadership competency models
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3. Value of Values for Organization Culture
A company’s culture is receiving enormous attention, particularly about how to create a culture in the new world of work. Traditionally, an organization’s culture
?The value of an organization’s culture is not just inside behaviors with employees but also increasingly the outside identity with customers, investors, and communities. For example, an airline had a list of values with words like respect for the individual, teamwork, serve, integrity, accountability, and so forth. But when they defined the value of those values to customers, this generic list became much more focused: on-time arrivals, quick response when things go wrong, and good in-flight services (food, movies, and staff). The value of the airline culture gave employees specific actions that gave customers better experiences. A similar outside-in logic (value of values) could be applied to investors or communities.
4. Value of Values for the HR Department and People
The HR department or function is like a business within a business with its own reputation, customers, mission, goals, products or services (HR practices
Value of Values and Future of Work
The human capability questions about the future of work can be best answered with a value of values logic
The value of values assumes that sustainable value is defined by the receiver more than the giver.
So I hope these ideas create value for you!
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Dave Ulrich?is the Rensis Likert Professor at the Ross School of Business, University of Michigan, and a partner at The RBL Group, a consulting firm focused on helping organizations and leaders deliver value.
Strategic People Partner with a passion for developing leaders and future talent. Head of People and Culture at Sherwoods (SW) Ltd | Culture | Leadership | Talent | Engagement | Development | Recruitment
2 年Thanks for sharing, really insightful
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2 年Dave Ulrich thanks Dave for the Masterclass on August 5,2022. Can you help explain the switch from 70-20-10 development approach to 50-30-20 please. Thanks Khim Alliance Bank. Awesome & enriching session. Thank you
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2 年Dave Ulrich value creator or value mentor should be part of every organisation. Such a person would be the prime driver of success in the organisation. At the same everyone will be aligned to that organisation s values as well.All the leadership team should be embodiment of giving value to such values
Well said your value leads to VALUES