Values in organisations
Organisations are complex. Yet at the centre of every culture are just a handful of values and beliefs forming the axis around which the rest of the wheel turns. Popular approaches to stating core values include surveys inviting employees to suggest or pick from lists of words, often followed by polls or some other form of vote for the most popular. Unfortunately, as human beings our expression is limited by the ideas we already have and we are vulnerable to trying to give what we think is the “right” answer rather than the “real” answer (researchers call this social desirability bias).
We explore values differently.
Thinking and Talking
Thinking and Talking
We use conversation and structured facilitation to identify and refine the big ideas that already matter to people. Then we explore what those people most want to create inside and outside their organisation. Where past experience, present practice and future ambition connect, powerful shared values which actually matter can be identified.
Storytelling
Storytelling
We invite everyone to share stories of ‘us at our best” and ‘why I stay’. These free form narratives (no tick boxes in sight) are analysed using ValScan™ an online tool which draws upon the Minessence Values Framework. The tool identifies the highest priority values behind staff retention and the highest priority values lived when the work is at its most engaging.
With this insight we support organisations to distil their unique core values from the lived experience of their people and what matters most to them. Parrs Wood Case Study
Mapping & Tracking
Mapping & Tracking
As abstract ideas which sit in our unconscious, values are challenging to explore. Each of us has our own unique pattern of priority values and when we join a group we seek alignment between our values and values common to the other members of the team, department or partnership. We can map and track these values using the Minessence Values Inventory.
Healthy constructive relationships within the group are vital to effective performance. Conscious connection with priority values, both individually and collectively, can increase resilience, buffer against stress and increase creativity. Values insight gives us a fresh neutral language for appreciating and celebrating difference whilst finding common ground.
Bragging about ‘15,000 more nurses’ is disingenuous even for Matt Hancock.
The NHS currently has 36,000 nurse vacancies during a pandemic thanks to this government.
Please RT if you won’t forget that fact. https://twitter.com/MattHancock/status/1332025119590506496
We have record numbers of doctors & over 14,800 more nurses working in our NHS than last year
We're well on our way to deliver on our commitment of 50,000 more nurses in the NHS
Thank you to all NHS colleagues for your hard work throughout #coronavirus
https://www.gov.uk/government/news/record-numbers-of-doctors-and-14813-more-nurses-working-in-the-nhs
Lovely people of LinkedIn + Twitter a little over a week ago I asked you to help me get my #PhD #survey over the 400 mark - it now stands on 552 !!! Thank you. It will close in 4 days just in case anyone would still like to take pa…https://lnkd.in/gQh-SbP https://lnkd.in/gwYajUH
I'm researching continuing experiences of working from home due to Covid-19. Are we still liking it - or has the novelty worn off? Can you spare 10 minutes to complete a survey: https://ljmu.onlinesurveys.ac.uk/employee-experiences-during-covid-19-pandemic-copy RT and shares appreciated.
Cartoons, videos and notes from all four sessions of our “What Matters” conference @ForestHolme with @AndyTBrogan @MagmaEffect @BevLockey @voinonen are available free here - enjoy :) https://www.nextstageradicals.net/blog/what-matters-conference/ https://twitter.com/saskie_dorman/status/1316714900056682496
Simple questions can make all the difference #WhatMatters #WMTY #BespokeByDefault #PersonalisedCare Thanks to @voinonen