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By Dennis T. Jaffe and Cynthia D. Scott Organizations appear to have two kinds of values—hard values about profitability and business success, and softer values about people and relationships. And when push comes to shove, the conventional wisdom is that the soft values are sacrificed to the harder ones. Many people are deeply cynical when they hear about a company’s soft values, because they feel that these values about people are the first to go in times of crisis. However, some leaders feel that the softer values are just as important as the hard ones. If people do not feel that their organization can be trusted, that there are not some core values that their company stands for and is willing to struggle to uphold, then the fabric that ties people to the organization will weaken. When weakened, the willingness of people to put extra effort, to extend themselves, and to help the organization make a difference diminishes. Companies have begun to look to values as the core behind which their people can rally.

Values: The Organization's Cultural Bedrock

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How to Link Personal Values with Team Values Here’s how companies such as Levi Strauss, AT&T, and Nordstrom conduct a values discussion to resolve conflicts between people’s personal values and those of their team or organization. The result is behavior that expresses the desired values and workers’ commitment to company goals. American Society for Training and Development (ASTD), March 1998 By Dennis T. Jaffe, Ph.D. & Cynthia D. Scott, Ph.D.

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Overview To thrive in an environment that’s filled with constant change, it’s important to understand how to harness human response to support a sustainable future. Proactively managing organizational change results in a corporate culture that is optimistic—fueled by empowered leadership and employees who feel valued and secure. Helping individuals and teams to recognize the predictable path of transitioning through change can foster innovation and improve business agility. What You Will Learn • Understand how the human brain responds to change • Learn five different ways to reduce threat and increase resilience • Identify a predictable path of responding to change • How to lead teams from resistance to performance

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A Managers Guide to a Cascading Team Values Conversation This is a guide for a manager to conduct a values conversation/ workshop with his or her team. The values conversation will take from 1 1/2 to 3 hours. The purpose is to clarify the values that will help the team move toward their highest level of performance. In the conversation, the team will • Explore their personal values about teamwork • Create a team values statement • Come to agreement about what those values mean in action Table of Contents Section 1 - Setting the Stage • Values (sm) • Leading a Values Conversation . • Clarifying Your Values • Values are the Foundation for Success • Values Replace Rules • Values Provide Guidance • Aligned Values • Change of Values • Values Into Action • Value Conflicts Section 2 - Personal Values Exploration • Cascading Valuessm to Your Team • High Performance Team Exercise • Introduction to the Values Cards • Personal Values Exploration • Using the Values Cards • Arranging Your Values Cards • Sorting Your Values • Personal and Organizational Values • My Top Six Values • Discussion Questions Section 3 - Creating Team Values • Team Values Exercise • Aligning Organizational & Team Values • Values to Action • Sample Value Statements • Turning Insight Into Action

Values: A Manager's Guide

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Overview Values are the driving force behind personal action and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage. In this presentation personal, team, and organizational values are explored and the Values Edge model is introduced. Values Edge facilitates values discovery and see its application through a real-world global alignment case study. You will learn about the role values play in shaping individual behavior, why values clarification is critical to success, and how they can be linked to enhance organizational performance. What You Will Learn • How values are formed and shaped • Why values matter in the workplace • How to balance personal and work values • The role values play in motivating positive behavior • Business benefits of values clarification • How to handle values-based conflict • The importance of linking personal and organizational values Who Should Attend • Supervisors • Managers • Front-line leaders • Human resources professionals • Organizational coaches

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