4 ways to embed and live your values
Core values are those values that are absolutely essential for an organisation to achieve its vision and fulfil its purpose. They guide the behaviour of everyone in ...
We’re proud of our vision, purpose and values.
Our vision, purpose and values are what we call our Guidance and Positioning Statements (GPS).
They describe:
Our GPS guides all our plans, decisions and messaging and is the foundation for our strategic and business plans.
The core values included in our GPS, are our organisation’s way of life. We embrace, reinforce and live by them to succeed, to overcome challenges, lead change and evolve. Our values form and shape our organisation’s culture and DNA and make us distinctively Insync.
Your trusted insights and improvement partner.
We inspire success.
We do this by:
Nicholas Barnett, our Executive Chairman, wrote a book titled GPS for your Organisation: how to energise your employees and build sustainable high performance®. This book is a practical guide to help company boards, CEOs and leadership teams add clarity and gain ongoing buy-in to their organisation’s long-term direction, purpose and values. It will also add focus and urgency to their strategic and business plans.
Insync can assist you develop your mission statement (or GPS) which will include new discoveries and fresh insights by people with an open mind. We will work with you to lead the process to ensure you get those fresh insights and the full benefit from the process.
As Insync helps you keep your group open to new ideas and new ways of expressing complex matters in simple ways, you will see that the benefits are immeasurable. We will help you and your people to develop three mission statements with as few words as practicable that will guide all your organisation’s main plans, decisions, actions and messaging for the next three to five years.
The main inputs to this development stage will often include:
We recommend involving all employees in at least some of the above activities as this will pay significant dividends through their greater buy-in once your mission statement has been rolled out. All employees should be kept informed of the timetable for the main steps in the process, including where they or their representatives will be involved.
We also recommend doing several drafts of your mission statement, improving and making your drafts briefer and clearer each time. Discussion, debate and continual refinement of your drafts will ensure clarity is achieved.
As your mission statement becomes the foundation stone for your strategic plan and will shape and form your organisation’s culture and DNA and guide all the main actions, decisions and behaviours of all your people, a significant investment of time, money and effort in developing and communicating it will pay dividends for years to come.
Insync can help you design a communication process that could include posters, cards, imagery, video clips and other multimedia. Your organisation’s vision, mission and values can be printed on cards the size of a business card for all staff. The communication process is also likely to include appropriate stories and examples to reinforce parts of your mission statement.
The mission statement development and communication process is just the beginning. Insync helps organisations to embed their mission statement into their organisation’s culture and DNA and make it part of its everyday language and thinking to ensure that all plans, projects, decisions, actions, behaviours and messaging are aligned with and easily linked to your mission statement.
This takes a significant effort and commitment from the leadership team. Your mission statement needs to be even more at the top of their minds than for other employees. Once they get in the rhythm, it will become part of the way they think and act and a normal part of their messaging.
We will explain how bringing your mission statement to life may require changes and updates to your organisation’s systems and processes, including your induction, recognition and performance management systems.
Insync encourages employees to speak to customers about their organisation’s mission statement and include appropriate references in proposals, tenders and the like. Some organisations list their Core Values on the back of their business cards. Your mission statement can also be clearly articulated on your website and in other appropriate brochures and documentation.
We recommend that every reasonable opportunity should be taken by management to relate current projects, plans and decisions back to their organisation’s mission statement. This will involve management explaining why the particular projects and plans are essential if the organisation’s vision and mission are to be achieved.
Insync can help you measure the clarity of your mission statement and the extent to which it has been embedded into your organisation’s culture and DNA. This will rarely be uniform, particularly when the organisation is geographically diverse. This emphasises the importance of ensuring:
Insync believes that the best way a board, CEO and leadership team can determine, on an objective basis, how well their mission statement is understood across their organisation. We can look at the extent to which your leaders are committed to your direction and how well it has been embedded into the organisation’s culture and DNA with an Employee Alignment and Engagement Survey.
The reports that flow from the survey can be used to identify areas of excellence which should be celebrated and leveraged across the rest of the organisation to the extent possible.
Insync can also help you develop an action plan with appropriate initiatives to address the areas where improvements are required. Some improvement initiatives are likely to apply to the whole organisation and others just to specific segments. Responsibilities should be allocated and timeframes set for all improvement initiatives.
Core values are those values that are absolutely essential for an organisation to achieve its vision and fulfil its purpose. They guide the behaviour of everyone in ...
We talk a lot about the benefits to organisations in articulating and embedding their vision, purpose (or mission) and values.
These endorsements are included with the Free Chapter of the book at nsbarnett.com
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