THE BUILT ON VALUES® BRIDGE
CONSCIOUSLY DESIGN YOUR CULTURE - DON'T JUST LET IT HAPPEN
- Create a great place to work, where people are jealous of those working there.
- Create a better student and parent experience.
- Create a place where everyone understands their purpose, and where goals are clearer.
- Create a place where transparency is the rule, not the exception.
Built on Values® provides the bridge between the current “is” state and the desired “what’s possible” future state. It helps districts and schools to:
- Provide focus and clarity.
- Build on current strengths.
- Create strong teams and one strong collective team.
- Create behaviors to build foundations for desired actions and decisions; hold people accountable for the behaviors.
- Create employment and school/district brand based on values.
- Create a values based culture that will span all areas of service (internal & external) and drive results.
- Institutionalize innovation and continuous improvement.
- As openings arise, hire the right people to fit the culture.
- Implement a regular and consistent employee listening process.
- Focus on the team, student, and family.
- Focus on giving staff what they need to meet and exceed expectations.
THirty years of data from the Built on Values paradigm suggest:
- We can not create culture; it is a product of the environment.
- You are on the outside what you are the inside…NO DEBATE.
- Success must be defined as getting the right results the right way.
- If you always do what you’ve always done, you will always get what you’ve always gotten. INPUT = OUTPUT
- People do exactly what they are rewarded for doing.
- Environment must be built on a set of shared strategic Values and performance responsibility.
By putting the five Built on Values® principles (below) to work, you can expect to increase principal/faculty/staff and student/family engagement, reduce turnover (and related expense), enhance your brand, and achieve higher performance results. The data shows that cultures of engagement are attracting, retaining and high performing:
- Organizations with engaged employees outperform others by 47% to 202%. - Watson-Wyatt Research
- Highly engaged employees are 87% less likely to leave their organizations than highly disengaged employees. - Corporate Executive Board
- Organizations that had employee engagement scores in the top quartile had 18% higher performance. – Gallup
Principles for Creating an Enviable and High Performing Organizational Culture
PLANNING AND DISCOVERY - ASSESS CULTURE
Stakeholder Assessment of the current culture and desired future state. What results are you getting and why, considering your current values (formal or informal) and behaviors? What is possible? It is hard to move forward unless we know where we are and where we want to go.
- How do leadership and organizational practices align with school values and behaviors?
- What are the school’s current strengths and opportunities for improvement?
- How effective are the Human Resources processes?
- What is the school’s readiness for executing a values-based culture?
CREATE A VALUES BLUEPRINT®
The Values Blueprint® is the foundation for establishing an organizational culture built on values. Most organizations have values in some form, but rarely do we see values that are clearly defined and include a set of behavioral descriptions.
The Values Blueprint® is created through the cooperative effort of key stakeholders during a 1-2 day Values Blueprint Work Session facilitated by LSF. The final outcome is a set of 3-6 core values, defined, along with specific behaviors. The working session is just one part of the Blueprint® foundation which includes a values communication strategy and the integration of values into the day to day practices of your school. Here is a 2.5 minute video highlighting the process.
HIRE the best (passion/skills/performance) Teammates WHO MIRROR THE VALUES
Employee hiring practice and overall design include behavior based and peer based interviewing methods essential to building a values-driven culture. They are based on the knowledge that "past behavior is a reliable predictor of future behavior." Proven (90%) practices include:
- Hiring guides
- Peer interviewing and team confirmation
- Interviewer skills training and much more
ESTABLISH A SYSTEM OF REWARDS AND ACCOUNTABILITY
It isn’t enough to hire passionate, skilled, and high performing teammates. You have to make sure they stay by rewarding and holding people accountable for living the values daily. The total rewards and recognition system reinforces your school's values, following active listening to identify what really is important to them.
INCORPORATE VALUES INTO YOUR BRAND
Maintaining a workplace culture that inspires trust both internally and outwardly to students and parents wins engagement and increases bottom line results. Your values are your brand put into action as each faculty and staff-member engages your students, parents, and community.
ESTABLISH A CONTINUOUS DISCIPLINE TO SUSTAIN YOUR VALUES
The model for creating a values-centric organizational culture is simple, but not easy. Doing the right things well, every time, requires discipline and integration of your values into the DNA of your school.
The quality of an organization’s human resources is perhaps the leading indicator of its climb and sustainability. Talent Management: recruiting, hiring, retention, exit interviews, motivation, assignment, reviews, training/professional development, mediation, and change management.