THE BUILT ON VALUES® SYSTEM 

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Values-based cultures make organizations more successful. Teams that work within a values-based culture are more likely to feel valued themselves. They are more “engaged” – they understand their organization’s goals, how they can help achieve them and want to go above and beyond in their work.

 

An introduction: “The Values Summit”

(This 2.5 minute video highlights the start of the process with one of the largest trainers of “patient-centered” professionals in Texas.)

“Most leaders know that a winning, engaged culture is the key to attracting top talent and performance. Yet it remains elusive exactly how one creates and sustains this ideal workplace culture.... We believe that leaders drive the values. The values drive the behaviors. The behaviors define the culture and ultimately, the performance level of the organization.”
— Ann Rhoades, President of Partner People Ink (Built on Values®,1999). Ann has been interviewed, referenced, and quoted in 33 published books on the subject of creating values and people-centric cultures.
 

CONSCIOUSLY DESIGN and/or sustain YOUR CULTURE

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Instead of just letting the culture happen, Built on Values® provides the bridge between the current state and the desired future state. (See overview below followed by a readiness assessment.) It can help you 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 an employment/service (internal/external) 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 student, parent, team, and/or community member.

  • Focus on giving team members what they need to meet and exceed expectations.

VALUE

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The data shows that cultures of engagement are attracting, retaining and high performing. You can expect to increase safety, quality, engagement; reduce turnover, absenteeism and related expense; enhance your brand, grow your applicant pool, and achieve higher performance results.

  • 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. - CEB

  • The process is comparatively, very affordable and there is no long-term contract, cancel any time.

  • The process can also be first piloted as a leadership team or department, to build initial capacity etc..

  • Fundraising assistance is available - foundation capacity-building grants are relatively common today.


STEPS TO CREATING/SUSTAINING AN INTENTIONAL CULTURE

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1) BuilD Leadership Commitment

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Leaders are the guardians and drivers of workplace culture. Through expectation and by example leaders influence teamwork, trust, communication, and so much more.  A culture assessment can shed light on issues and opportunities. To help leaders develop a collective sense of greater purpose and communicate their commitment to create an enviable and high performing culture, we do the following:

  • Conduct culture planning and strategy meetings with leaders.

  • Define leaders’ roles during the Built on Values® process.

  • Establish an agreement to a work plan and governance structure that is aligned with strategic goals.

  • Lead an assessment of the Current and Future states.

  • Create a communication plan for engaging organizational support.

  • Develop your culture change objectives and metrics.

2) CREATE A VALUES BLUEPRINT® 

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A Blueprint is like a map for getting to your culture’s ideal “future state.” It is created through a collaborative effort of key stakeholders during a one-two day work session facilitated by us and resulting in the following deliverables.

  • A set of 3-6 core values and value definitions.

  • The expected behaviors for each value that demonstrate the commitment.

  • A schedule to engage all stakeholders in finalizing the set of values and behaviors.

  • A plan to integrate values with your vision, mission, and strategies.

  • An ongoing communications plan.

  • Establishment of a Culture Leadership Committee and Work Stream Teams, as appropriate.

3) HIRE the best Teammates WHO MIRROR THE VALUES

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Hiring “A” players, those great employees who live the values is one of the most important building blocks of great cultures. (Organizations implementing PeoplePix® experience significant improvements in satisfaction scores, employee retention, and overall performance.) The process is based on proven best practices: 1) Behavioral Interviewing. 2) Peer Interviewing. 3) Interviewing for Competencies and Values (culture fit). We help you to…

  • Establish a Values-based hiring process.

  • Establish a fast-track plan to hire for “high impact positions.”

  • Validate competencies needed for various positions.

  • Create interview guides with behavioral questions for competencies and values.

  • Train interviewers to conduct fair and consistent interviews across the organization. PeoplePix® Master Certification is also available.

  • Design a values-based new employee on-boarding program.

4) ESTABLISH A Values-Based SYSTEM OF Recognition/ACCOUNTABILITY

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In addition to hiring “A” players you must continually exceed the expectations of your people and re-recruit them every day to achieve true employee engagement. We facilitate the development of a meaningful recognition program and performance management process, based on employee input, that is designed to reinforce and hold each other accountable for living the Values and Behaviors. See the deliverables below.

  • Assess current recognition practices.

  • Design a recognition program.

  • Assess the current performance management process.

  • Design a multi-rater feedback process for the Values and Behaviors.

  • Conduct leadership assessment for Values and Behaviors.

  • Incorporate Values and Behaviors into continuous coaching tools/processes for the organization.

5) INCORPORATE VALUES INTO YOUR "BRAND"

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Maintaining a workplace culture that inspires trust both internally and outwardly wins engagement and increases bottom line results. The values are your brand put into action as each staff-member engages the community. Your people are your brand. - We help you develop a comprehensive branding strategy that centers on Values for the student, parent, and/or community member (internal/external) and for talent acquisition and development. More people today graduating from college are looking to work in an organization that lives by its Values. 

6) ESTABLISH A CONTINUOUS DISCIPLINE TO SUSTAIN YOUR VALUES

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Doing the right things well, every time, requires discipline and integration of the values into the DNA of the organization. We can support your continuous improvement work in a number of areas including:

  • Developing an “Organizational Culture Dashboard” that includes culture and performance metrics.

  • Adopting a Culture Leadership Committee charter that includes annual assessment of culture metrics.

  • Meeting quarterly with leaders to review culture metrics.

  • Creating an annual work plan for the Committee.

  • Establishing a governance structure linking accountability of the Committee to the leadership team.

 

Is it a fit?

Ready for a conversation?

 
The core of our success. That’s the most difficult thing for a competitor to imitate. They can buy all the (best stuff). The things you can’t buy are dedication, devotion, loyalty—the feeling that you are participating in a crusade.....If you create an environment where the people truly participate, you don’t need control. They know what needs to be done and they do it. And the more that people will devote themselves to your cause on a voluntary basis, a willing basis, the fewer hierarchies and control mechanisms you need. 
— Herb Kelleher, co-founder of the organization to which the model Built on Values originated. They have gone forty-four years without a loss, in an industry that averaged less than five. It is considered one of the most successful cultures in US history.