Organizational Values-Based Leadership
One of the foundations of values-based leadership is writing down your principles and personal guidelines to hold yourself to them, both for taking responsibility and as goals to reach. Furthermore, we, ourselves, and our culture are strictly defined by our ethos. Ethos defines and articulates the values of our culture; it is a part of us as part of the community, and our ethos guides everything we do.
That fact has never changed; however, once our ethos becomes articulated on paper and memorialized, it becomes even more significant. It has a whole new meaning, and values-based leadership means leaders have made a statement and taken a stance on what the organization stands for. From the executive level to the individual, it affects the entire organization’s decision-making, recruitment, training, and expectations.
Once an organization’s values are defined, they should be guided by them, held to them, and how performance on all levels is evaluated. Making this ethos clear for the entire organization or community sets precedence, especially during times of change. Individual performance metrics should not be ignored, but when change is happening, values-based leadership is necessary.
If an organization or community is undergoing significant change, the criteria of individual metric performance much change, along with the shifting ethos and stated values. New systems of performance reviews and counseling the changing expectations can be a great tool in supporting motivation and encouragement through change. At its core, values-based leadership requires communication of values at any opportunity. Whether it be meetings or otherwise, take the time to reiterate the expectations.
It is important to note that values-based recruiting is imperative for protecting and fostering a community’s or company’s future and culture. In recruitment, one should look for individuals who share the same values to preserve the established culture and boost it. Taking the time to find these potential candidates and not deciding purely on technical ability will save the company in the long run by avoiding the backfires and possible consequences of falling out down the line.
Ultimately, through values-based leadership with established ethos and values, the community’s or company’s mission, vision, and goals are more likely to be accomplished and helps the entire process begin to take place.
