Will you know your team’s values this week?

In class recently a discussion began among participants around core values.  Someone asked me what mine were. Standard stuff, I guess.  Relationship with God and family, hard work, authenticity, responsibility, and great cheesecake.  I’m lying.  I’ll take any type of cheesecake.  Even those tiny one’s from Sam’s that are super cheap.  It’s a weakness.

I set off to do some research on values for clarity.  What is a value?  How many of them are possible to have?  What happens when team members have different values when it comes to work?  Does it matter?  Why?

Value:  A value is a belief, a mission, or a philosophy that is meaningful. Whether we are consciously aware of them or not, every individual has a core set of personal values. Values can range from the commonplace, such as the belief in hard work and punctuality, to the more psychological, such as self-reliance, concern for others, and harmony of purpose.

How many of them are there to choose from?  377.  Really?  Some of the LISTS even said to add more if you thought of some.  I got a little bored after reading about 20 of them.  I won’t be adding any to the list.

What happens when team members have different values when it comes to work?  Does it matter?  Why?  This article lists the top 10 work values most employers look for.  They include things like strong work ethic, dependability and responsibility, possessing a positive attitude.  Ok.  Stop there.  I study behavior styles for a living.  What is “being positive” to one person is nauseating to another.  So now we have a discussion to start with your team.

A good exercise for your next team meeting might be this one.

Print out the values sheet.

Have each person pick their top 10 personal values

Then ask them to narrow it to 5

Then to 3

Then to 2.

See if anyone has the same 2 at the end.

Discuss what those values mean to each team member.

Now see if you, as a team, can do the same exercise to determine your team values.

You might be able to determine, through this process, why some people might be misaligned.  It’s important to understand and execute this in a way that no one feels like their values are wrong.  Values are based on belief systems and trust me, those run deep for people.  Honoring people’s values and beliefs can create a trust factor that will help propel your team forward this year.

If your organization would like to grow your managers to leaders or develop your leaders into coaches, I’d like to help.  You can reach me at (540) 815-1300 or Lynda@gomonti.com.

If you’re curious about the growth of the new goMonti system, here’s what it does:

It’s a new non-social media tool that customizes proactive, private and personal interactions with your users.  Monti has micro conversations that deliver macro data to help you predict the future behavior of your team members, patients, voters, students, or customers.


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