Company/ Organisational Values demonstrate the expectations inside a business – indicators of the type of behaviour and actions that support, guide, and grow your people, and the organisation.
The Higher Mix develops Values using a cultural approach.
We will never treat something so important badly by trying to turn it into some sort of “creative” exercise. We carefully guide organizations to ensure their company values are unique, authentic, internalized with your people, and gaining traction.
RELATABLE, MEANINGFUL VALUES
BY THE PEOPLE, FOR THE PEOPLE
Teams internally are supposed to be that guiding voice when crafting the Values set.
Not only because this a first-class engagement exercise, but because your people truly feel valued, as though they become Advocates for a brand, which they, themselves have helped to build.
Strong company commitment is required to live & breathe behaviours attached to each Value.
If your company approaches its Values process ‘creatively’ then there’s a real risk the new Values will not gain traction; fall flat if not internalized with your people or practices. And that remains a sizeable missed opportunity.
Support as you Define/ Embed the Organisational Values:
- Strategic frameworks, processes, tools to investigate, isolate and define authentic organisational values and behaviour sets.
- Standards, styles, type of behaviours to build stronger relationships with key stakeholders.
- Identified cultural attributes/ traits inherent and natural to your own company.
- Determine company expectations in terms of behaviours (and actions.)
- Align company brand (Values aligned to what the business and brand stands for.
- Company Vision and Values communicated, embedded on a personal level with teams and with your leaders.
- Galvanizing the Values through the processes, practices: e.g performance management, assessment, hiring, selection, on-boarding (having your talent subscribe to, and act in line with Values.)
INVESTIGATED, CAREFULLY-CRAFTED COMPANY VALUES
Begin by defining Values early on, including your team in the process – dedicate time to initially crafting what your business stands for, through this process as well, then an organization’s own unique set of Values becomes obvious. Word of warning: never hand over control of building company values to ‘creatives’ – does more harm than good. Notwithstanding, wasting so many precious resources; time and money – in the process.
Company/ Organisational Values demonstrate the expectations inside a business – indicators of the type of behaviour and actions that support, guide, and grow your people, and the organisation.
The Higher Mix develops Values using a cultural approach.
We will never treat something so important badly by trying to turn it into some sort of “creative” exercise. We carefully guide organizations to ensure their company values are unique, authentic, internalized with your people, and gaining traction.
RELATABLE, MEANINGFUL VALUES
BY THE PEOPLE, FOR THE PEOPLE
Teams internally are supposed to be that guiding voice when crafting the Values set.
Not only because this a first-class engagement exercise, but because your people truly feel valued, as though they become Advocates for a brand, which they, themselves have helped to build.
Strong company commitment is required to live & breathe behaviours attached to each Value.
If your company approaches its Values process ‘creatively’ then there’s a real risk the new Values will not gain traction; fall flat if not internalized with your people or practices. And that remains a sizeable missed opportunity.
Support as you Define/ Embed the Organisational Values:
- Strategic frameworks, processes, tools to investigate, isolate and define authentic organisational values and behaviour sets.
- Standards, styles, type of behaviours to build stronger relationships with key stakeholders.
- Identified cultural attributes/ traits inherent and natural to your own company.
- Determine company expectations in terms of behaviours (and actions.)
- Align company brand (Values aligned to what the business and brand stands for.
- Company Vision and Values communicated, embedded on a personal level with teams and with your leaders.
- Galvanizing the Values through the processes, practices: e.g performance management, assessment, hiring, selection, on-boarding (having your talent subscribe to, and act in line with Values.)
INVESTIGATED, CAREFULLY-CRAFTED COMPANY VALUES
Begin by defining Values early on, including your team in the process – dedicate time to initially crafting what your business stands for, through this process as well, then an organization’s own unique set of Values becomes obvious. Word of warning: never hand over control of building company values to ‘creatives’ – does more harm than good. Notwithstanding, wasting so many precious resources; time and money – in the process.