Review your organization's core values and determine if they are being lived, and how they can be utilized to drive culture, including turning them into competencies so people can measured against them, and creating action plan for bringing them to life.
- Three important elements to your culture…are vision, mission, and core values.…The vision statement is the organization's purpose…or where the organization is headed.…The mission is how the organization…will get where it's going.…Then there are the core values…which describe how employees in the organization…will behave in order to achieve their vision and mission.…So core values are powerful drivers of behavior.…If you don't have them, you need them.…And if you have them but don't use them, it's time to start.…
Look, I've never seen a core value…that made room for harassment.…Assuming your core values don't either,…start bringing them to life…and using them to drive behavior.…That's what they're meant to do.…There's a million ways to go about this,…but some of my favorite ideas include tasking managers…with including values into their everyday…like staff meetings and performance conversations.…They could also work with their teams…to create an action plan for themselves around the values.…If one of your values is diversity for example,…
- Explain why you should always think of sexual harassment in terms of power.
- Recognize how to justify discipline without abusing the rights of the person you are disciplining.
- Recall how to address the values of your workplace culture without challenging or creating negativity.
- Identify the benefits of paying attention to the body language of coworkers.
- Name the default position companies should take on managers dating subordinates.