There is alignment between an individual’s values and an organisation’s. This is why organisations with strong values have people who fit them.
Prepare those who will be generating the values for an organisation with a guide for them to start thinking the values for the organisation. And there are many workshopping tools to help a group get aligned with what is important. Watch this space, as we will distribute an values action making workshop document for you to use.
Many organisations use single words to describe their values. Here is an example:
We don’t think single words are that compelling. Your people deserve something richer. No single word sums up the experience or direction without an explantation.
And this is what Freerange Future’s core values look like.
Generally 5 – 8 really well targeted, authentically expressed values give a solid foundation of what is at the heart of an organisation. Any more and you’re watering them down or reaching too far.
You will need your values to be recognised and seen by every touch point of your organisation. Grind your values into your organisational DNA.
‘People listen to what we do more than what we say’.
Here are some suggestion to make them rich in your organisation.
- Create a piece that announces what your values are. An example of this is a poster or banner in your organisation where people can read them daily.
- Include your values within your communications and marketing. Pull them out in blogs, reaffirm them in printed material, such as brochures and annual reports. Find a page within your site dedicated solely to your organisational values. External enterprise will quickly recognise a good or bad fit between you and it.
- Use your values to express policies and procedures.
- Look at the overall impact. See how the values are being used to make a difference in the organisation. Publish these findings.
- Frame goals around values. When ensconced in strategic planning for example, use values in order to define and imagine goals. This alignment creates power in consistent messaging and affirms the mission.
- Reward people for living the values. This is an incentive to be aligned with the organisation and what it represents.
- When leaders are together perhaps start the confab with a reflection where you can discuss how the values are working with real life execution. Look for examples and share. Publish these findings.
It is a priority that well targeted and authentic values be one of the strongest assets in any organisation. They are a source of moral fibre, and much internal activity is driven by this deep understanding. Spend time making them right for you.
Values are a key component in creating a brilliant brand for nonprofits. See where they fit by downloading this book.