Hi there and welcome. It’s Kerstin Jatho here from 4Seeds Consulting, a transformational coach who shifts people from languishing to flourishing. In this video, I want to talk to you about one of the most underutilised items in a company that leaders can absolutely use, but don’t. And that is values.
If you think about it, a company has a purpose statement, a mission statement, and values, and they are neatly displayed on the wall, on their websites, perhaps, even in their annual financial statements. But are these values really alive in the company or are they just words? And I think the biggest challenge with values is that it isn’t articulated how to behave them. So, if you take a certain value, how do I want a person to actually behave them?
And why am I saying values are underutilised in organisations? Because they are powerful to bring in when you are doing performance appraisals or feedback. They remove the subjectivity. They remove a lot of conflict because you’re benchmarking or comparing a person’s behaviour or attitude towards the company’s values. Hence it removes favouritism or unfairness. And that’s why I’m saying values are so underutilised in organisations.
Think about it. Do you in your performance appraisal system even have a section that measures values? And if so, what is the weighting of values in your performance appraisal processes? Is it 30% of the actual performance, or even 20% or 50%? You might think there’s no room for values in performance, but that is because you’re bringing in a fair measurement of valuing attitude and performance. Otherwise, you’re going to have these very high-performing individuals. However, they have a very toxic attitude or energy. How are you going to manage them?
Bringing in values creates that level of fairness and that open discussion. So, as leaders, I want to invite you. What are the values of either the company or your team? And do you know how to behave each of them and perhaps start introducing them on casual feedback sessions, one on ones, or weekly ones before you do it on a more serious one, like a performance appraisal?