Hey Founder...how to integrate your values

Keep reading for to access to a values integration tool.

Hi everyone, welcome back to the “Hey Founder…” blog where we help leaders to design intentionally, organize practically, and execute effectively for success.

The #HeyFounder series by B. Hawa Kombian will transition over to the HKC platform.

Culture?

Operations?

A culture of operations?

An operational culture?

Is this all jargon and fluff?

Yes and no.

Values, behaviours & culture influence how you do what you do - your operations.

It’s about being able to link ideas, sentiments, and behaviours into structures, processes & systems that enable you to deliver consistent quality.

For example, valuing speed at a company that sends orders could look like:

Why you care: All of your culture building efforts are kind of useless if you don’t put them into action. Having a “values system” (what)  in place is not of most importance. How you implement and manage that values system is the difference between a team that can use “speed” to help them manage crises better, and a team that uses “speed” to operationally distract from core business to constantly fight fires.

When your organization invests in values and culture, it’s not just an exercise in optics or branding, it’s an investment in your operational excellence and navigation towards producing results.

You wouldn’t block time in your day, to go to the market, spend money on food, carry it home and then then let it sit in your home to:

• …Rot and go to waste,
• …Deprive your own body from vital vitamins and nutrients,
• …Limit others from the access to that food,

Then don't sleep on your culture.

Not implementing culture can be wasteful, neglectful, and detrimental to the growth, development, and health of a living organism — I mean organization. You get my point.

Here, are some ways to set SMART goals for integrating your values:

Tip # 1: Find the right owners (specific / relevant)

As with any promising idea in an organization, it won’t get very far if there isn’t a specific owner who can ensure that the focus remains consistent and dedicated to the topic at hand. In addition, having a relevant owner ensures that focus can be strategic and thoughtful throughout the process.

For example:

Having a finance or revenue team action cost effectiveness activities would be more relevant than having a customer service or communication team drive those efforts. 

Tip # 2: Fix the window (actionable, timebound)

While people, and money may come and go - time is the one resource we can never get back. That’s exactly why your operational investment needs to be watching the clock.

Ensure that you fix a window of time, a container, a sandbox - a timeline in which to test and optimize your operational approaches and to ensure they are giving you that return on investment. Be fair and balanced with yourself, and your team, to create a  process that is actionable given the resources you have.

Rome wasn’t built in a day, so having a clear window will help you remain patient with an long-term change process, while not ignoring the evidence, or lack thereof healthy performance. 

Tip # 3: Factor in the impact (measurable) 

Owners and timelines are great, however, the aspect that helps us understand how effective we’re being in our timeline is about being able to understand why we’re doing all of this in the first place.

What are the bottom lines of change you’re looking for? Is it customer experience? Revenue? Profit? Social Impact?

Whatever it may be, make sure you can chart a pathway between your behaviors towards real change in your business.

Ready to integrate? Join our Vibe-Setter Program NOW to align your culture & operations for maximum results in your company.

Sign up to the mailing list to get a BONUS on how to start integrating your values.

TLDR;

1/ Find a specific & relevant team to lead your integration

2/ Define a clear timeline & actionable initiatives

3/ Set up measures for your impact and success

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