Aligning Values

A521.5.4.RB

Based on the readings in the Denning text and the assessment you took in A521.5.1 identify in detail the process of developing and aligning organizational values. Identify the three basic components of an ethical community and discuss how they might be applied in your organization. Are there values that are missing from your organization?

Discuss how you might develop those values and also align them with the values of the individuals in the organization.

Organizational values are vital in creating an environment of trust and that also encourages guided action. In short, values must be purposeful and support how the organization conducts business with its employees, customers, and stakeholders. “Values need to have a purpose… to always err on the side of living up to promises—even if they are merely perceived promises—to inspire absolute trust” (Satell, 2015). The organization at large (top down), must inculcate and demonstrate their commitment to the organizational values through action in order to establish what Denning (2011) describes as “A genuinely ethical community,” that consists of three basic components such as: trust, loyalty, and Solidarity.

·       Trust: the general expectation among members that their fellows will behave ethically toward them.

·       Loyalty: acceptance of the obligation to refrain from breaching one another's trust and to fulfill the duties entailed by accepting that trust.

·       Solidarity: caring for other people's interests and being ready to take action on behalf of others, even if it conflicts with personal interests.

(p. 131-132).

Denning (2011) highlight three important methods to develop and align organizational values. First, organizational workshops would allow its values to be expounded and discussed in a safe and professional forum. Doing so would also allow individuals to reflect on their personal values and the corporate values, which would increase the compatibility if they overlap or recognize there is minimal overlap and decide to move-on. “Clarifying values, for instance in a workshop on the subject, can lead people to understand how they are personally connected with the organization's values—or not” (Denning, 2011, p. 134).

Second, organizations must make a clear distinction of their espoused values and their operational values. Denning (2011) notes, “If companies want to embody certain values, then they have to begin by ascertaining what values are currently operational. Only then can they decide which values they want to change and how to go about it (p. 136). Identifying the

Lastly, transmitting organizational values through narrative can be a powerful method because such narratives highlight these values where the listeners (employees) can draw a desired conclusion in a settle way. “Telling a story embodying the values and letting the listeners themselves see the point can be effective. A light touch is desirable, without ramming home the point with an abstract label or a moral” (Denning, 2011, p. 140).

Coming from a military police background, our organizational values were firmly rooted. Not only were we as Soldiers expected to live by the Seven Army Values of Leadership, Honor, Duty, Selfless Service, Honor, Integrity, and Personal Courage; as law enforcement officers we had the added expectation of establishing trust and confidence with those we interacted with in a law enforcement capacity (military & Army civilian community). I believe this organization value mindset was so effective was because prior to law enforcement duties, the supervisor would reiterate and refresh these values to ensure that our purpose remained at the core of every action and decision made. Furthermore, holding ourselves and each other accountable for our actions gave great weight to the organizational values. In any situation, these values would provide a guide and standard of behavior and performance.

References

Denning, Stephen. (2011). The Leader's Guide to Storytelling: Mastering the Art and Discipline of Business Narrative (J-B US non-Franchise Leadership). Wiley. Kindle Edition.

Satell, Greg. (2015). How To Define Your Organization’s Values. Forbes. Retrieved from http://www.forbes.com/sites/gregsatell/2015/11/27/how-to-define-your-organizations-values/#1b467f33694b