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    Course summary

    Well done on completing this course. Here is a summary of the key ideas from the course. We encourage you to discuss what you have learnt with your team.

    “Many organisations believe that having defined values is important. They even write them down and stick them up on the wall. But often, these values seem to be lived out by just a few of the team and even seem to be almost forgotten during the business of organisational life.

    With this being the case, making a concerted effort to keep the values central to all you do and embedding them into every level and space of the organisation is important.”

    How to get your team to take the values seriously:

    • Leadership Commitment
    • Clear Expectations
    • Integration into Processes
    • Communication and Reinforcement
    • Recognition and Rewards
    • Involve team members
    • Provide training and development
    • Monitor and assess culture

    Bringing values to life:

    • Communication Campaign
    • Training and Development
    • Integration into Policies and Processes
    • Recognition and Reward System
    • Ongoing Reinforcement

    Remember, bringing values to life is an ongoing process that requires consistent effort, leadership commitment, and team member engagement. Continuously assess and evaluate the progress to ensure the values are embedded in the organisation’s culture.

    Changing culture:

    When an organisation’s culture is not aligned with its desired values, it requires intentional efforts to drive change.

    • Assess and Understand the situation
    • Define the Desired Culture
    • Check Leadership Alignment
    • Communicate and be Transparency
    • Ensure Team member Engagement
    • Training and Development
    • Recognise and Reward

    Remember, changing culture takes time and persistence. It requires consistent effort from leaders and team members at all levels to drive the change and ensure sustained alignment with the desired values.

    How to bring realigment in the team:

    When dealing with someone who is not values aligned, it’s important to address the issue promptly while keeping the following best practices in mind:

    • Clarify Expectations
    • Identify Misalignment
    • Provide Feedback
    • Coach and Develop continuously
    • Manage performance
    • Have Consequences
    • Be a Role Model

    By addressing values misalignment directly and consistently, organisations can establish a culture of accountability, where individuals are aware of the values, understand the expectations, and actively work towards alignment. This fosters a positive and values-driven team environment.

    Leaders guide questions:

    • Are your team members taking the organisational values seriously? How do you identify their alignment with the values?
    • In what ways are you intentionally bringing your organisational values to life? What can be improved to make the values more visible?
    • Are your organisational values ensuring a healthy culture that will see your vision realised? If not, what changes need to be made?
    Download the above summary and questions