Values shape culture and drive actions within an organization.
Describing values in short, life-giving statements helps effectively communicate organizational values to members.
Deep dives
Creating a Value-Driven Culture
In this podcast episode, the speaker discusses the importance of creating a value-driven culture. One main point highlighted is that healthy cultures do not happen by accident and are a combination of what leaders create and allow. The number one force that shapes culture is values, as what a person values determines their actions. The speaker emphasizes the need to determine and communicate values clearly, both organizational and behavioral, to attract the right people and build a strong culture. By hiring and recruiting for values, removing those with distinctly different values, and shaping the culture around the values, organizations can create a culture that drives actions and reduces the need for policies and procedures.
Describing Values in Short, Life-Giving Statements
A key aspect discussed in this podcast episode is the importance of describing values in short, life-giving statements. The speaker suggests that if values cannot be tweeted or do not evoke emotions and actions, they are too long or too dry. By creating memorable, portable, and emotional statements, organizations can effectively communicate their values to their members. The speaker provides examples of such statements for evangelism, big faith, mission of living, generosity, unity, and empowerment to illustrate this idea.
Shaping Culture and Building People around Values
The podcast episode emphasizes that leaders should shape their culture and build their people around their values. This involves leading toward the values as if everything depends on it, as strong values attract the right people and lead to right actions. The importance of hiring and recruiting for values is highlighted, while emphasizing that organizations should remove people with distinctly different values. Additionally, leaders are encouraged to change the direction if they do not like the current culture, and they are reminded that organizations do not change unless people change.