“…please accept a heartfelt written thank you for all the thought and energy that went â€¨into the planning of the programme.
Exhilirating, thought-provoking,â€¨challenging, informative ….. and exhausting!!”
Sr. Executive, Bayer Crop Science
Setting Vision & Values
Most organizations aspire to have a Vision and set of Values that can guide behavior. Sometimes the most engaging way to craft and communicate Vision and Values is to bring together a cross-section of employees for an open airing and alignment of views.
It Can Be Frustrating
Frustration abounds when Vision and Values are established, shared and met with a “So what?” or “It’s just words on a piece of paper.”
The Employee Engagement Approach
Employees and other stakeholders gain confidence in and actively support an organization when the Vision and Values define a core philosophy and expectations for how it will be achieved. The most effective approaches to Vision and Values development and communications have certain characteristics in common:
- They establish a clear identity and direction.
- They are not shaped by a small handful of leaders and managers; they instead emerge from a highly-interactive process.
- It is clear how they will be translated into actions that will shape a new future.
- Involvement of all stakeholder groups in Vision and Values development.
- Defining and refining Vision and Values statements.
- Communicating new directions in Vision and Values.
- Engaging organizations to change behaviors to align with the Vision and Values.
- Assessing and monitoring the degree the Vision and Values are alive and present.