Today, we build on the two previous posts, on creating Mission and Vision Statements by discussing Core Values and creating your organization’s Value Statement, which completes the triad.
When organizations desire to perform at the highest level, they leverage three (3) commitments—three commitments that set the stage for overall efficiency, growth, and prosperity.
Core Values focus on how you run your organization and interact with customers and suppliers. Not everyone possesses the same core values, so it’s important for an organization to stress what theirs are to employees, vendors, and customers at the onset of hiring, doing business, or providing a service.
Take this example: Facebook started out in a dorm room and, in just ten years, grew to having 1.23 billion monthly users, about one-sixth of the entire world’s population. To celebrate that accomplishment, Mark Zuckerberg expressed how a Core Value guided them along the way:
“…We just cared more about connecting the world than anyone else. And we still do today.”
With its expressed Value of caring, Facebook is guided toward their vision and mission of accomplishing bigger and more important goals. It is yet to be seen whether Facebook will be foiled by one of the 5 very common mistakes we are about to explore here.
Mistake # 1: Being too vague
Your Core Values should be both meaningful and easy to understand. So, if caring is a core value, what does “caring” really mean? Your Value statement should flesh this out in a simple and powerful way. Zuckerberg outlined his 5 Core Values as “The Hacker Way.”
Mistake # 2: Lack of accountability
Your Core Values must be built into your performance management process or the oversight to ensure success will be sorely absent.
Mistake # 3: Creating too many Values
By limiting this list to reflect only your highest priorities, your core Values will be focused and accountability will increase.
It’s tempting to make a long list of Values that you think are important; however, when you keep the number to about three or four key items, you make enacting them easier and more likely.
Mistake # 4: Failing to share core Values with prospective employees
Potential employees should know how things work and what it’s like at your organization from the start. When someone does not subscribe to your Values, don’t hire them.
Mistake # 5: Not including a core Values preface statement
Some core Values can end up seeming disingenuous or hypocritical once mistakes are made. The best way to inoculate your organization from this is to disclose that possibility up front.
Include a preface statement like this:
“Although we strive for perfection, we sometimes miss the mark. When we do, we apologize and work to improve as we move forward. The following is a list of the values we strive to maintain.”
Your vendors, customers, and employees will appreciate your honesty and be more likely to give you the benefit of the doubt, should problems arise.
Core Value Statements are crucial to the culture of your organization and shouldn’t be taken lightly. The best way to ensure that your trio of Mission, Vision, and Value Statements will succeed is to ensure they are integrated into all you do from an HR perspective.
By avoiding the common mistakes and using top-notch methods, you’ll ensure that employees can achieve your Mission and Vision by adhering to the core Values most important to your organization. A high-performing organization is one that can last and even thrive in tough economic times. It must by guided carefully using processes that ensure consistency and stability through the Values you hold most dear.
In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Meet us at the ABHE Annual Meeting February 8-10, 2017 | The Wyndham Orlando Resort! We will be speaking during the Annual Conference as well as exhibiting. Contact us directly to set up a personal meeting in advance of the annual meeting. Looking forward to creating new friends and fostering deeper relationships with contacts we know.
In HIS Name HR is proud to sponsor Live2Lead, a half-day leadership development simulcast designed to equip you with new perspectives, practical tools and key takeaways.
Use the code ‘Human’ to receive $15 off the individual ticket price
Teams of 10 or more enjoy a discount without the need for a special code.
Friday October 7th, 2016 || Live Simulcast from 8:00am — 12:30pm Tickets available at American Music Theatre: Tickets Here
Live2Lead is a half-day simulcast, leader development experience designed to equip you with new perspectives, practical tools and key takeaways. Learn from these world-class leadership experts, be prepared to implement a new action plan, and start leading when you get back to the office with renewed passion and commitment.
This year’s speakers include:
JOHN C. MAXWELL
Leadership expert, bestselling author, and coach
Optimist and author, leadership authority
Researcher, executive advisor, speaker, and President of the Wiseman Group
Chairman, President, and CEO of Chick-fil-A
Lunch will be sponsored by Chick-fil-A!
YOU DON’T WANT TO MISS THIS! Register now, seats are limited.
WHEN Friday, October 7, 2016 from 8:00 AM to 1:00 PM (EDT)
This statement from Bill Hybels has resonated with me for years, but never more so than this past weekend.
“People join organizations. They leave managers. “
My conversation with a young professional twenty-something started simply enough.
“How’s the new job going?”
My eyes widened as I listened to this passionate young lady talk for more than half an hour about how she and many of her colleagues want so much to impact the organization they work for, but how management there is weak and how the leadership completely lacks direction. People are not held accountable, she explained. There is no collective vision as a team and new folks are not brought onboard with any sense of excitement or motivation.
Read The Entire Post Here
Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. Learn more about his recently published book to help college students embark on a path to success, College to Career: The Student Guide to Career and Life Navigation, and follow Mark on Facebook, Twitter, and LinkedIn.
Yes, it’s possible for you to lead employees to excellence at work, home and in their communities.
For we are God’s workmanship, created in Christ Jesus to do good works, which God prepared in advance for us to do. ~Ephesians 2:10
A valuable part of leading sustainable for-profit organizations is introducing your employees to community relations. Part of leading people is developing them to be the best they can be, not only in the workplace but within their families and communities as well.
Look at your people from a whole person perspective—they’re far more than just “workers.” Provide your people the opportunity to do good works, to achieve greatness in their lives, and they will do great things for you. Developing your people’s skills, both in and outside the company, can positively impact the communities in which they live and you do business.
Read The Entire Post Here
Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. ou can learn more about his recently published book for College Students, College to Career: The Student Guide to Career and Life Navigation HERE. Follow Mark on Facebook, Twitter and LinkedIn.
Then he said to his disciples, “The harvest is plentiful but the workers are few. Ask the Lord of the harvest, therefore, to send out workers into his harvest field.
This was so very true when it was written and still so very true today. The workers available to bring the good word to the world of Christ’s saving blood are few. This piece of Scripture is the foundation of what it is that we do here at In HIS Name HR.
Read The Entire Post Here
Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. You can check out his published book HERE. Follow Mark on Facebook, Twitter and LinkedIn.
25The craving of a sluggard will be the death of him, because his hands refuse to work.
One of the most difficult aspects of being a Christian leader is disciplining those who are not pulling their weight. Many weak leaders will ignore the behavior or even have one of their other direct reports try to intervene.
Employee performance issues are an inevitable part of the workplace.
Do you know a leader who will do almost anything possible to avoid having to face the disciplining of the rogue employee?
Read our entire post on CLA: Here
Mark Griffin is founder and Chief Consultant at In His Name HR LLC. Mark writes extensively on career and human resources related topics. Mark shares these experiences through The Christian Leadership Alliance blog community. Mark has over 20 years of HR experience. Want to bring Bible based practical HR programs to your workplace? Contact Mark today to see how his firm may help you: Contact
Why the name Outrigger?
OUTRIGGER [out-rig-er] / ˈaʊtˌrɪɡə / (noun): a float or secondary hull fixed parallel to a canoe or other boat to stabilize it
If you are hoping for different results for your organization, but are stuck doing the same things over and over again…Outrigger is for you.
If your organization is looking for answers, you will find them at Outrigger.
Our presenters are exceptional. The fellowship and iron-sharpening-iron that you will experience during our round table discussions will strengthen you and your organization.
What will You Learn?
We cover the following in our roundtable/focused discussions:
-Relevant business topics for Marketplace Leadership
-Casting Your Organization’s Vision
-Idea Generation and Execution
-Cultivating Gift Donors
-Media Relations (Earned Media)
-Out of the Box Promotions
-Strategic Planning for Your Future
-Reaching the Next Generation
-Donor Development vs. Serving Your Ministry Partners
-Board of Directors vs. Bored Directors
-Auditing Your Ministry
-Creative Ideas for Raising Money
-What is Your Ministry’s Brand (Customer Experience)?
-Telling Your Story
-and much, much more!
Outrigger Experience: Conference Leaders
January 23-24, 2015
Contact us here to signup for updates and more information.
Whatever your hand finds to do, do it with all your might, for in the realm of the dead, where you are going, there is neither working nor planning nor knowledge nor wisdom.
We have all had assignments that were, well, quite frankly, awful! I remember early on in my career finding myself on special assignment to a plant location that I had been led to believe was a prestigious assignment. Instead, it was wrought with labor strife and involved dealing with some incredibly difficult employee relations issues.
Soon after landing there, I realized just how bad it was. Well, I could have just as easily done my time, made myself look busy and navigated through the assignment for a few months and moved on, letting everyone know that, yes, it is bad, and it is not correctable. But I took a different stance. I looked at it like Joel Osteen would: “I am a victor; I am a conqueror; I can and will do all things through Christ.” I went in head on with passion and determination to fix many of the issues. Yes, in the beginning, I hated the assignment; there’s no denying that. But I worked countless hours counseling both leaders and union members, and, at the end, we came to common ground and both sides thanked me.
I can and will do all things through Christ
So, Christian business leaders, have you got the guts to go head on with determination, taking on the hard issues at hand for your companies? If you do, and you lead with conviction and passion, you will be blessed in the building of a “Kingdom Minded” Organization.
Help our community of readers
How do you navigate though the areas of your work that you hate? How have you helped others that have been stuck? Let us know. We love to learn from others.
8You will again obey the LORD and follow all his commands I am giving you today. 9Then the LORD your God will make you most prosperous in all the work of your hands and in the fruit of your womb, the young of your livestock and the crops of your land. The LORD will again delight in you and make you prosperous, just as he delighted in your ancestors, 10if you obey the LORD your God and keep his commands and decrees that are written in this Book of the Law and turn to the LORD your God with all your heart and with all your soul.
How long must we manage our organizations absent of God before we realize that prosperity comes when we include Him! Having met with hundreds of Christian business professionals, I seem to run into the same common thread: we go to church on Sunday and “turn off” our Christianity on Monday. How long must we all go until we come to the realization that Church is every day?
Christian Business Leaders Are Modern-day Apostles.
Christ ordained his apostles and sent them back to work. Their work included fishing, accounting and even tax collection. Christ did not demand that they stop working; they ministered in the marketplace. So, today, all of us who are Christian Business Leaders are modern-day Apostles. If you’re Christianity doesn’t stop on Sunday nights, if you instead build it into your leadership and your organization’s values, you are building a “Kingdom Minded” Organization.
Help our community of readers
What has your organization done to bring Christianity to the daily workplace? What steps must you continue to take to break down the barriers? We would like to know, so that our community will grow.
5The LORD God took the man and put him in the Garden of Eden to work it and take care of it.
From the very beginning of time we have been blessed with work! Work is an inevitable part of our lives. When we are not working, we are often thinking about work! Work seems to preoccupy all of us. Work defines us, feeds and prospers us. Work is the foundation of our society and our world. Work, my friends, is not going away. If work is inevitable, and we must take it straight on, why does it have to be terrible at most places of work?
If work is inevitable, why allow it to be bad?
If we are honest with ourselves, we know the reason, and it is leadership, plain and simple. Any workplace that employees feel is destructive will always point back to a lack of competent leadership. Work does not have to be a utopia; of course it has elements of discomfort because of its very nature — you’re not fishing or at the beach! Leaders make sure work is a good place for your employees. But work should be enjoyable and meaningful to those who go.
If you manage your business with leadership that creates a culture of inclusion, prosperity, and a shared vision, while fostering plain old family love and relationships, you are building a “Kingdom Minded” Company.
Help our community of readers
What do you do to make sure your workplace is palatable? If you could make further changes, what would they look like? Share with us and enhance others through your contributions.