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People have values. Organizations have values. We have to be mindful of the values of our organizations. And likewise or organizations need to be mindful of the values of its people.Â
In this episode, Michel tells a story of horses on a farm who avoided the electric fence. As the horses approached the fence, they began to feel the energy and so they avoid the fence because they don’t want to get shocked.Â
Values create a boundary maintain in system like that for us. When you approach the edge of your values, such as when you feel like you’re being disrespected or when you are tempted to disrespect others, you begin to feel the discomfort that comes with being close to the edge of your own values.Â
When we’re working with others within organizations, we need to be mindful of our values. Values impact the way we work and the way we treat each other.
Research conducted by Pearson suggests that when individuals employees understand and share their organizational values, three things are likely increased engagement, increased productivity and reduced turnover.Â
When values are shifting this rapidly and this significantly values alignment has to be in focus.
As individuals within the organization reflect, revisit and revise their personal values, needs and goals, the may likely shift out of alignment with their organization. As a result, organizations have to be in agile mode, shifting, reconsidering, revisiting, revising, and resetting values to stay in alignment with vision, with people and with the current climate.
Please go to UpSkillCommunity.com to review show notes and join a community of leaders investing in better understanding and living their values.
People have values. Work in these patients have values. And therefore. We have to be aware of and mindful. Off the values of our organizations. And likewise or organizations need to be mindful of the values of its people. In episode 39, I talked about core values and encouraging you to take time, to identify your core values and to. Ensure that you’re living in alignment with those values, which define you at the very core. A few summers ago, I visited a friend’s farm. And visited the horses in one section. I noticed that, although we were offering the horses food at the fence, the horses were not coming to the fence. The grass around the edge. Close to the fence line was much more lush and fresh. That the grass. In the center of the field where the horse has grazed at eight more freely. When I asked my friend why the horses were not coming to the fence line. He said it was. An electric fence. As the horses approach to the fence, they could begin to feel the energy. And so they don’t go towards the fence because they don’t want to get shocked. Values create. Uh, boundary maintain in system like that for us. When we approach the edge for values, when we feel like we’re being disrespected. When we are in a position where we are tempted to disrespect, for instance, if disrespect is a value of yours, You begin to feel the dis-ease the discomfort that comes with being close to the edge of your own. Value. And so it’s very important. When we’re working with others and we’re working within organizations. That we are all mindful of our values. Individually and organizationally. And how these values impact the way we work. And the way we treat each other. And S especially the outcomes we care about. And that’s why this episode, I’m going to talk a little bit about our values and our organization’s values and why organizations should pay attention to our values and why we should pay attention to our organization’s values.
Michel Shah:Â
Welcome to UpSkill Talks brought to you by McGraw Hill. I’m your host, Michel Shah lead UpSkiller at UpSkill Community. UpSkill Talks is a podcast for leaders, leaders who are actively seeking innovative and creative ways to interact lead themselves and others. In every episode, through real life stories and enlightening conversations, we will explore the challenge. And opportunities real leaders face in today’s everchanging workplace. We will present you with real strategies for you to leverage your soft skills and produce transformative results. Thank you for joining me on this journey. Let us begin. And organization is the sum of its people. And so it is essential for individuals within an organization to understand their own values, as well as the organization’s values, understand why it matters and how it works to form and inform what we as individuals and as organizations can become and what we are. Research conducted by Pearson suggests that when individuals employees understand and share their organizational values, three things are likely increased engagement, increased productivity and reduced turnover. We’re in a rapidly shifting values environment. And that’s a result of massive events. Like COVID 19, the set of events and human experiences that precipitated the new social and economic cause for greater justice. In addition to the democratization of social media, providing the exposure and scrutiny on all of us, when our personal and professional lives are shifted in these significant. Our needs change and our values change. And sometimes even our goals change. And when these happen at the individual level, at the organizational level, the vision and the values and the goals have to be revisited because the values inform how we proceed with what we do when we change our vision. In response to new needs or shifting needs, it matters based on the complexity of the needs. We’re looking at. With overlapping interests, intersectional needs. And so at this moment in history, it’s important for organizations to be thinking about the values, both in principle and especially in practice. And when values are shifting this rapidly and this significantly values alignment has to be in focus. If we shift away and get out of alignment as organizations with our people, we risk severe consequences. Three of which are one. We risk people within our organizations feeling like fish out of water, realizing that there are odds with what the company’s doing, how it’s doing it and where it’s. Two we risk using outdated values and practices in how we communicate, decide, and act. And this may reveal itself in very Intune moments, exposing us to all kinds of risks in this particular climate. And number three, we risk what the society for human resource management and other organizations have been predicting at the end of the pandemic, a turnover tuna. As individuals within the organization reflect, revisit and revise their personal values needs and goals and shift out of alignment with organizations as a result, organizations have to be in agile mode, shifting and reconsidering, revisiting, revising, and resetting values to stay in alignment with vision, with people and with the current climate. thank you for listening to this episode of UpSkill Talks brought to you by McGraw Hill. We bring you new episodes every Monday. Please take a moment to subscribe, leave a five star rating and a written review at apple podcast. Or follow us on. By Google podcast or wherever you listen to your favorite podcasts, don’t forget to share UpSkill talks with other leaders like yourself. So they too may gain the skills and insights to produce amazing results. Please go to UpSkillCommunity.com to review show notes and learn how you can join a community of leaders from across the globe. Collaborating to lead in a more meaningful and impactful way. I’m your host, Michel Shah. And again, thank you for joining me on this episode of UpSkill Talks.
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