1. 6 steps to find your Core Organizational Values

2. Values of an organization can only be discovered, analyzed and articulated. They are not created or set Core values are what sustain the vision, sculpt the culture and reflect what the company holds in the highest regard.They are the essence of the company’s identity and way of working.

3. Step 1 – Capture personal values of the founding team Interview the founder and key stakeholders on what do they find as the differentiating characteristics of the company’s work environment.. Here are a few questions to get you started Think of last week, can you narrate the one thing that you did that you enjoyed the most at work? Why? What inspires you at work? What is the work philosophy or principle at the company that you can identify the most with? In your opinion, what are the top 3 things that the company should always retain as a way of working even when the business grows and diversifies? Ask questions that get you an honest reply, not “right” reply.

4. Step 2 – Seek inspiration from your business model Answer to these questions is a good starting point to create a long list of values and behaviors Are you in the business of creating cutting edge products or providing an exceptional user experience? Which employee behaviors will best serve your business purpose? Which behaviors can result in a product or service differentiation? There can be two scenarios 1. If it is user experience is what matters the most for your company, then you need an empowered frontline workforce that can take decisions in the best interest of the user. If its product quality that is at the core of your business, you need people and mechanisms that will eliminate inferior quality products before they reach your customer. Core value in such a scenario is Quality consciousness. 2.

5. Step 3 – Analyze and create themes Clearly identified 4- 5 themes with a suitable description because people at different levels use different examples to convey the same idea. Follow crucial next step- socializing the themes with the team and building consensus.

6. Step 4 – Build consensus Build a simple exercise to find the resonance of employees personal values in the organizational values Value Auction exercise is one such way. Get everyone in a room and share the themes and long list of values. Provide them with some fake money and have an auction of the values. At the end of the auction, you will be able to see which values were sold at the highest price. These values are most highly regarded by the team. You can try other exercises like Mountain & Valley or Mars Group Exercise as long as the result is that everyone gets a chance to discuss, debate and converge different views.

7. Step 5 – Find your voice, refine It is important to find your unique voice and words when you draft your value statement. Describe the values in terms of behaviors to make it easy for your team to imbibe them in their day-to-day work.

8. Step 6 –Institutionalize Publish and publicize values. the right words to explain the Use them in your HR manuals or company handbook and build your rewards policy and mechanisms around them. Communicate and reinforce them at every chance that you get. Following the above will set you at the right path for discovering values, crossing the path successfully will be determined by your drive to create necessary mechanisms that sustain the values.

9. Values are the soul of the organization. It’s always present. Getting to know it is only the first part of a rewarding organization building process.