Developing Organisational Values

Organisational culture is defined as the sum of behaviours. However, it is challenging for people to engage in articulating behaviours when they are faced with a ‘blank piece of paper’. These initial engagement sessions aim to create titles and intent for the subsequent engagement interventions.

Whilst this stage provides the starting point, the end product may look completely different due to broader engagement.

Colleague workshops to debate what the core values of the organisation should be. Delegates are challenged to articulate and describe what they will see people doing and hear them saying when demonstrating the organisation’s values positively and less positively (positive and contra indicators).

Innovation Central spends time with clients to discuss and analyse an appropriately representative attendee list for this stage of developing the values. It is crucial to allow for open and honest conversations whilst ensuring all people/roles have a voice through the process.

This is the magic bit, so excuse our brevity here. We will happily chat it through with you in more detail. In short, Innovation Central will analyse the statistical data and insight from all the various engagement interventions to identify common themes are shape the relevant organisational values. This stage relies on internal stakeholders acting as the validation group, providing critical challenges to the process and outcomes.

The first stage of validation requires a facilitated session to challenge the focus of the values and behaviours and ensure they are future-proof. At this stage, any amends/changes will be noted and made for sign-off.

The final validation stage for your organisation’s values ensures that they are future-proofed while maintaining the engagement sessions’ integrity and language. All amends are made in ‘real time’ to enable sign-off at this point.

This session additionally allows for exploration of how, when and where the values will be socialised, along with identifying which processes, procedures and ‘ways of working’ will be baked in. For example, how will the values support recruitment and promotion interviews?