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Add You - Do Values Have Value?
In a village, there was a slaughterhouse, its owner, butchers and many goats. As time passed the number of goats increased in the slaughterhouse but number of butchers was same.The owner thought instead of looking for new butchers, lets make one of the goat a butcher. He had a doubt in his mind that a goat might not fit into butchers role, but then he thought "Lets take a chance and see how it goe
Values, too, can be dicey to talk about. People get uncomfortable, possibly because they are unsure of their own values, or they’re worried about the potential of a clash with someone else’s values--or because they have never heard of a workplace having values, and they don’t know what it means. Employees at lower levels don’t concer
Having run a franchising company for a decade and then retiring I always thought that it was quite interesting when a franchise buyer was completely hostile and combative during the application and approval process. You see in franchising it is not about selling franchises, it is about choosing the best candidates to promote your brand name. If you get a loser in there and they are hostile, renegades or
Our culture today often scoffs at the “antiquated” notion of values. On television and in print, we see daily examples of the degradation of fundamental values. Some in our society believe that having the basic freedoms we have means they can do whatever they want, whenever they want to. People behaving badly receive attention and recognition in our news media. Consider music videos that are less about music and more about sex. Or Wall Street traders who are concerned less about shareholder value than about their own net worth. Even some church leaders have made news for adhering to a standard of self-preservation rather than the standard of a higher calling that embraces honor and respect.
In the business world, values also receive short shrift. Managers thrive on metrics and measurement. Theirs is a world of spreadsheets and cash flow projections. A boost in share price may be well worth cutting a few corners. When people do talk about values, perhaps in a strategic planning session, it’s a quick and perfunctory conversation, held to get the check mark for having talked about Values in order to move on to Action Planning. Managers cannot apply Total Quality Management and Six Sigma to values. Values cannot be subjected to re-engineering. They are not quantifiable, and in the business world, some say, “If you can’t measure it, don’t bother with it.”
Values, too, can be dicey to talk about. People get uncomfortable, possibly because they are unsure of their own values, or they’re worried about the potential of a clash with someone else’s values--or because they have never heard of a workplace having values, and they don’t know what it means. Employees at lower levels don’t concern
The U.S. Department of labor has identified nursing as one of the top in the country. Nursing jobs seem to be opening up everywhere, and salaries are on the rise. One incredible opportunity particularly suited for nurses who have recently completed their training, nurses who are single, or nurses who have a lifestyle conducive to frequent moves is travel nursing.Travel nursing offers several bene
Our culture today often scoffs at the “antiquated” notion of values. On television and in print, we see daily examples of the degradation of fundamental values. Some in our society believe that having the basic freedoms we have means they can do whatever they want, whenever they want to. People behaving badly receive attention and recognition in our news media. Consider music videos that are less about music and more about sex. Or Wall Street traders who are concerned less about shareholder value than about their own net worth. Even some church leaders have made news for adhering to a standard of self-preservation rather than the standard of a higher calling that embraces honor and respect.
In the business world, values also receive short shrift. Managers thrive on metrics and measurement. Theirs is a world of spreadsheets and cash flow projections. A boost in share price may be well worth cutting a few corners. When people do talk about values, perhaps in a strategic planning session, it’s a quick and perfunctory conversation, held to get the check mark for having talked about Values in order to move on to Action Planning. Managers cannot apply Total Quality Management and Six Sigma to values. Values cannot be subjected to re-engineering. They are not quantifiable, and in the business world, some say, “If you can’t measure it, don’t bother with it.”
Values, too, can be dicey to talk about. People get uncomfortable, possibly because they are unsure of their own values, or they’re worried about the potential of a clash with someone else’s values--or because they have never heard of a workplace having values, and they don’t know what it means. Employees at lower levels don’t concer
What comes to people's mind when they say your name? You probably haven't given it a lot of thought; few of us have. When we don't develop and manage our professional image, we invite others to do this for us, and we lose control of how we are perceived. In business, creating and managing our image is called personal branding. A brand is the relationship or position an object or person holds in the m
In the business world, values also receive short shrift. Managers thrive on metrics and measurement. Theirs is a world of spreadsheets and cash flow projections. A boost in share price may be well worth cutting a few corners. When people do talk about values, perhaps in a strategic planning session, it’s a quick and perfunctory conversation, held to get the check mark for having talked about Values in order to move on to Action Planning. Managers cannot apply Total Quality Management and Six Sigma to values. Values cannot be subjected to re-engineering. They are not quantifiable, and in the business world, some say, “If you can’t measure it, don’t bother with it.”
Values, too, can be dicey to talk about. People get uncomfortable, possibly because they are unsure of their own values, or they’re worried about the potential of a clash with someone else’s values--or because they have never heard of a workplace having values, and they don’t know what it means. Employees at lower levels don’t concer
Have you realized just how much fundraising is going on these days? There is fundraising for little league, school fundraisers, and the college fundraiser, as well as church fundraisers. Day cares need more funds, hospitals need new equipment, and cheerleaders need to fundraise for their costumes. And to think up new fundraising ideas that will be successful is becoming more challenging every day.
Values, too, can be dicey to talk about. People get uncomfortable, possibly because they are unsure of their own values, or they’re worried about the potential of a clash with someone else’s values--or because they have never heard of a workplace having values, and they don’t know what it means. Employees at lower levels don’t concer
Time…oh… time… how I wish that I had more of you. Don’t you wish that you had more time, too? The one thing that all students definitely lack is, of course, time. We have to make time for homework…time for our social lives…time for our girlfriends…time for those study groups…time for those nasty part-time jobs that we all hate… And on top of all that we have to make time for building our companies. Almos
Values, too, can be dicey to talk about. People get uncomfortable, possibly because they are unsure of their own values, or they’re worried about the potential of a clash with someone else’s values--or because they have never heard of a workplace having values, and they don’t know what it means. Employees at lower levels don’t concern themselves with values because those were crafted somewhere “on high;” lower-level workers don’t own a piece of them. It is imperative that senior leaders invest time to define and explain the values of the firm to these, and all other, employees.
On the job, leaders have the opportunity to talk about values whenever they are coaching or reinforcing behavior. Rather than simply telling someone he/she did something wrong, it is far more effective to explain why the mistake is inconsistent with the company’s values. Armed with this deeper understanding, the employee is able to make better decisions in the future.
If the leaders of your firm don’t talk about and model the firm’s values, how are your employees going to learn what they are? If you want your employees to understand what you expect of them, you need to explain it to them. If you want them to act a certain way, give them a code of conduct--a system of values--to enable them to act decisively and in the best interests of the group
© 2006 FireStarter Speaking and Consulting
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