Company Values: Not the Same as It Ever Was

I have, over the course of time, participated in and/or facilitated numerous activities designed to create, define and encapsulate company “Mission, Vision & Values.” 

Quite often, because some training facilitator settled on a way to approach this exercise in 1987, this process has involved a cross-section of employees and other stakeholders settling themselves into a room armed with flip charts, markers, and cartons of post-it notes. There may have been focus groups, assessments, surveys and iterative discussions prior to this day but THIS one-day event (with catered lunch!) has been the culmination of hours upon hours of work. I’ve seen some raw emotions too; at one organization a senior leader, not accustomed to a collaborative process, stormed out of the room flinging papers and markers in her wake.

Good times.

Certainly there are some people who think this is a colossal waste of time; fluff dreamed up by management consultants and HR folks. After all, thinks Mr./Ms. MoneyBags CEO, “our missionis to make money, our visionis to make MORE money, and our valuesare to make that money in whatever way we need to make it.”

I, however, have always believed that clarity around M/V/Vs not only aligns people across an organization but provides a guiding point – a lodestar if you will, for everyone to follow. 

We recently went through this exercise at my company and, let me say, it was GREAT! No conference rooms with post-it notes for us though; we’re 100% virtual so we worked through the process via Zoom calls and whiteboarding things out on Google Docs. There may or may not have been adult beverages involved.  

What I have determined, over the years, is that the mission and vision part is relatively easy; why we’re here and we’re going. Most every company can easily articulate this with just a modicum of prodding.

It’s the values part that leaves people flummoxed, confused and exasperated. It can be an arduous task for leaders to allow employees to not partake of some serious self-reflection but also to have the discussions around the “not so good things” about a company’s deeply-held beliefs. (Inverting the question and asking “what is our company NOT” or “what do similar organizations do that we would NEVER do?” can lead to some interesting discussions).

So because it’s hard, and then because it’s safe, these M/V/V teams end up just tossing word-salad up on the wall and calling it a day. This, my friends is why 99.9% of organizations have the same values: teamwork! communication! service! integrity! (blech). Watered down pabulum. 

But in our recent foray into encapsulating and defining our company values we didn’t settle for the mundane.  I’m telling you, not only was the process great but I so love what we came up with that I feel the need to share. Let me present, the Strio Consultingvalues:

  • No Doors and Open Windows Lots of companies talk about an “open door” culture but we embrace a culture with no doors and wide-open windows. We’re transparent and accessible to our clients and to each other. Got a question? Ask it. Need access to someone? You got it. Think something sucks? Bring it up.
  • Doing Things Right Means Doing the Right Thing We’re honorable and trustworthy in all our interactions; integrity is non-negotiable. We play it straight from the get-go and, if we screw up, we own it. The needs and interests of our clients are top of mind. Always. 
  • Embrace That Which is UnusualWe’re OK with being weird. Really. We consider it a badge of honor to be of strange or extraordinary character. Got humor? We like that too.
  • Unburdened by Tradition We’re not bound by the traditional walls of an office nor are we stuck in the typical nine-to-five grind. With a reverential nod to workplace customs that have served us well, we take great delight in consigning the soul-sucking, outdated ways of doing things to the trash heap of business practices as we focus on the future of work. We pride ourselves in the way we work; we’re creative, adaptable and fast-moving – and we help our clients work this way too.
  • Bold and Brainy We surround ourselves with people who exhibit insatiable curiosity; people who read, learn, explore and debate. We like people who ask “why?” and we love nothing more than answering that question.
  • Ubiquitous Uniqueness Our community – our company – is made up of human beings and we celebrate the individual. Be yourself. Be unique. Be special. Live your best life.

What we believe, how we operate and what’s important. These are ours and no one else’s; and most definitely NOT the same as it ever was. 

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Heading to WorkHuman? Join me for the panel Beyond Buzzwords: Real Talk on What it Takes to Create an Amazing Culture”with Michelle Prince, SVP, Global HR, Global Head Learning & Development, Randstad; John Baldino, President, Humareso; and Niamh Graham, VP of Global HR, WorkHuman.

Haven’t registered yet? Use code WH19INFRSC for a discount! 

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Zombie Human Resources; #DTHR Comes Back from the Dead

Podcasting is hot. It’s so hot that every person I know seems to have a podcast.

Sometimes it seems as if it’s gotten to the point where one of my dogs (I put my money on Mr. Crumples) is soon to announce that he’s starting up a podcast.

And in the HR/Talent space we’ve got our share including:

And, of course, there’s the original daily HR radio show Drive thru HR.

Now Drive thru HR never went away; over the last decade it has gone thru several permutations. Launched by founder/original host Bryan Wempen, it ran for a few years (every.day)with Bryan at the helm until William Tincup joined Bryan as co-host circa 2011 or so. The listenership continued to grow and several additional hosts took a spin behind the console include Crystal Miller Lay, Nisha Raghavan and Mike VanDervort.

Most recently though it’s been Mike managing the show as a solo host…until now.

Hmmmmmmm.

Tune in today when we announce some changes to Drive thru HR, Mike gets a new co-host, and we throw in some “HR Horror Stories” for a bit of fun.

 

 

 

 

 

 

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Workin’ for a Livin’ – HR Style

Is work something we need to fix? Is work broken? Does work suck? Unfortunately, for far too many people, the answer is an overwhelming “yes.”

Earlier this year my friend Laurie Ruettimann launched the “Let’s Fix Work” podcast where she talks with guests about all things careers, leadership and the future of work.

A few months ago Laurie and I had a chat on “Let’s Fix Work” which you can listen to here. Or, if you’re sitting in your cubicle (at your sucky job!!!!!) and can’t jam out to a podcast because the boss and/or HR lady is cramping your style, here’s how Laurie recapped the conversation:

 

 

What does it take to get the title, ‘America’s HR Lady,’ from Laurie? Robin has been in the HR profession for a long time. During her two decades of HR experience, she worked across many fields: healthcare, academia, banking, gaming, and that’s just to name a few. In other words, she’s pretty much done it all. And when asked how to fix work, Robin’s first question was how we would fix HR.

Robin has a fantastic analogy on the state of work – it’s a hemophiliac who has fallen down too often and gotten too many bruises. Work might be broken, but it’s in the ER and needs urgent care if it’s going to be saved. Robin shares how she thinks we got there, based on her wide breadth of experience. She also dives into the power shift happening between job seekers, employees, and employers. The day of reckoning is at hand.

Robin admits that HR is certainly part of the problem of work being broken, and the reason she gives is that HR as a department isn’t really sure where to place itself in the conversation. It started out as being very insular, and over the years, things have improved. But not enough. While HR departments have come to understand business, the next step is for them to understand the world. And what does that mean exactly? Robin explains.

There’s also a fine line that many HR people must straddle: the needs of the employees and the needs of the business. Sound familiar? Robin says it’s a ‘cop out’ in many ways. Sure, there might be a bit of truth in it, but ultimately, being an advocate for both the business and the employees isn’t mutually exclusive. It’s not one or the other, and that’s where many HR people struggle.

You’ve heard it many times – employees are fighting HR to get something they need. So why should anyone care about HR? Robin reminds us all that HR isn’t a faceless mass out to get you. They are your co-workers and they are people, too. In fact, Robin’s experience with other HR people is that they got into it for the right reasons and with a good heart.

Recruiting is a huge part of human resources; it’s one of the happiest times for both HR and employee. But according to Robin, those good feelings don’t carry over. She offers the great idea of doing the same with employees as they navigate within the company, whether it’s handling health care, mediating disagreements, or even changing positions within the company. Ultimately, this little-by-little change is fueled by people caring for one another. And equally as important, HR people need to bring the stories of employee realities to leaders.

Laurie asks if she’s naïve for believing that if we fix ourselves, we wouldn’t need HR, and Robin’s reply is priceless. In truth, HR as we know it will always be there. It has to be to ensure things are done according to legal requirements. Even with the automation that is becoming far more common, and Robin talks about why humans will always be needed in human resources.

What is the future of HR? Robin sees it splitting into two separate departments or having two divisions within the same department: administration and people. The administration side deals with compliance, payroll, PTO, and the other dry things, while the people department works with employees to help them understand what’s happening, as well as growth and development.

Are businesses and their HR departments ready for the reckoning that is coming? In fact, Robin believes that HR, at least, is poised for the shift. So what positions are in danger? Is the generalist here to stay? What about the firefighter? Robin shares her thoughts on who had better be ready to adapt to new roles and dive into specialties in the near future.

So what does the future of HR look like? Robin has settled on a phrase: she is an advocate of the workplace revolution. It’s time to change – not only should you be an advocate and ally of the people who hired you, you should also be an advocate and ally to those who come to you with their work-related issues. It sounds simple, right? Robin reveals what it actually entails.

 

 

 

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