How To Set Up Your Team Values
We all work better when motivated and being happy. But what makes a team keep their motivation throughout time. How can you create a team culture that sticks and that everybody relates to without losing their personal identity ? Setting team values is the core of a good working team.
I will explain how you can set them up, so they are right for your business and your team.
Transcription of the video :
Hi there I’m Kay, coach, consultant and management trainer and I want I want to explain to you how you can set up your team values and manage through them.
What is a team value , I hear you ask yourself? Let me put it in a few questions :
How do we want people to behave ?
What do you expect of your team ?
What does your team expect of you?
The answers to these questions will become your team values, and then you align these values to actions to increase performance.
But let me slow down for a minute and explain how you can get there.
First, it is important to know why you should clarify your values.
Let me tell you this : Defining a set of values can help unify your team. It can help you make better hiring decisions, hold your team to higher standards and work together more effectively toward your ultimate goals.
Sounds good, doesn’t it ? This is what we all want.
When I start working with a new businessowner this is what we do first. Let me explain how we set this up :
Depending on the size of your company or team, the group in charge of creating your values could look very different. When I worked with very big teams, I gathered the leaders and we brainstormed together about what our values are. Later, we’d roll out the core values to the rest of the team.If you have a small company, it is interesting to do this with the whole team. By directly involving all your people it will help their involvement in the realization of these values and assure everybody is on the same page.
The goal of this whole process is that they should everybody is committed to drafting and implementing these values, willing to brainstorm and compromise, able to demonstrate the determined traits themselves.
We all be in agreement that these values will be a foundation for the team going forward.
For my team, the next step was to sit down together to brainstorm. But we didn’t just brainstorm ready-made values from the get-go. We’d scheduled the meeting several days in advance, so that everyone could come prepared with ideas. Once we were all sitting around the same table, we began by tossing out ideas of what was important to us each individually (e.g., being able to trust our employees, making sure our team has a fun work environment, and expecting each member to represent the company well in client interactions.
Then, we added in ideas for what we thought would make the team and company successful as a whole, like encouraging clear and constant communication and making sure each individual feel like he or she is significant in the company’s “big picture” vision.
Letting our ideas flow freely helped us identify themes and home in on what was most important, which came in handy during the next step.
Narrow it down.
In my experience, this step takes the longest and for good reason. At this point, we took all the ideas we had brainstormed (roughly 30-40), combined the similar ones, narrowed the list down to 10, and thoroughly defined each resulting value.
When you have the values that are important for you and your team set up, I would narrow it down to 5 max 10. You need to frame these values in a way that it is relatable and inspiring to everybody but especially to your business.
We want employees be excited about the vision we have for the company rather than boring corporate language. After we have all 10 of our basic ideas defined, we rename them in a more clever and eye-catching way. In the long run, I think it made the values a little less intimidating, which made it easier for the team to adopt the values as part of their daily work lives.
Of course, your values may work best in a different style, depending on your team’s culture. Maybe you prefer them to be simple, clear, and easy to remember and so, maybe a set of one-word values work best for you. Or, maybe you’d prefer to inject humor into your company standards. It all depends on what your team respond best to.
Once you have a set of values take some time to evaluate them. Do they touched the most important aspects of the vision you have for your team or company ? Are this the ideas that you’re willing to hold your employees (and yourself) to ?
Having a set of values only works if they’re ideas that are going to push you and your team to excellence so make sure you’ve outlined what really will work for you.
Determine who should be involved
Consolidate and define
Frame the ideas according to your business
Evaluate your values as a complete set.
This are my tips for this week. Let me know what you think by putting down your ideas and comments below.
I look forward hearing from you !
Have a great day and take some action !
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