Defining Your Core Values Part II – Small Agencies In Small Towns

I have worked with a number of individuals who are great entrepreneurs whose companies have grown rapidly and out-of-control. It is so very difficult for these individuals to accept or manage the changes and structure that come with this growth. Sometimes, these individuals cannot make the transition and return to a downsized company where they feel much more comfortable. No matter the status or size of these agencies, these individuals find it difficult to communicate their core values. They are entrenched in their core values and believe everyone that works for them automatically has the same values.

However, some agencies have defined core values, but the staff is not clear on what these are or why they are important to them. So, we must start with the basics to assist in establishing or updating your agency’s core values.

• Culture is defined as the set of shared attitudes, values, goals and practices that characterizes an institution or organization

• Culture equals core values in action.

• Core values are the basic, essential or enduring part of desirable or esteemed characteristics or qualities.

Organizations that want to keep the spirit of their core values alive hold people accountable for upholding the stated values in their day-to-day actions. This is especially true for the leaders of the organization, who must set the example for their teams.

For many successful companies, managing core values is as important as managing any other aspect of the business. Just as employees know not to violate trust in completing timecards and expense reports, or misusing other resources, they dare not violate a core value. In addition, they share responsibility for identifying any policies, practices, and/or procedures that contradict a core value.

I know as a small business owner you are saying, how can I find time to hold people accountable? My question in return would be, how can you not find time to hold people accountable.