Values and their importance
Examples of values are: making-a-difference, loyalty, honesty, integrity, wealth (other examples of values).
Personal Values
So, for example, if someone’s strong value is being wealthy, yet they are in a job where they make-a-difference but are poorly paid, then the lack of alignment will result in a feeling of dissatisfaction and frustration.
Conversely for a high-flying executive in the city whose real value in life is making-a-difference, making even more money will not create more joy.
In both cases, during a preliminary coaching session it would be very important to carry out a values elicitation exercise, so that the person gets to see what their true values are.
Having done this, the executive / client can begin to look at ways of creating alignment with their values. In the examples above, the first client’s options might be:
1) a different career,
2) the same career but a better paid position,
3) a part-time money-earner,
4) promotion etc.
In the second case, the executive’s options might be:
1) Leave his city job and get one where he can make-a-difference,
2) get involved in voluntary work on a part-time basis,
3) earn even more money in his current city job to fund charitable work that makes-a-difference. Etc.
So, in both cases, these individuals:
1) didn’t know where they were going so any road would take then there and
2) they were successfully climbing a ladder but it was against the wrong wall!
Once they discovered what they truly valued, they could consider options and make choices.
Organizational Values
Like individuals, organizations have values. If there is not alignment between the individual’s and the organizations’ values, then disharmony is assured. An example of this would arise where an individual’s key value is honesty, yet she has a job where she has to tell (what she considers to be) lies to potential customers about a product.
In such a case there needs to be a frank discussion between the organization and the staff member to create alignment.
Then outcomes might be that:
1) the staff member gets to see that the “lies” are normal marketing statements, and is happy.
2) The company decides that they are overstretching the truth and modifies their statements.
3) The individual decides she needs more product training.
4) The company decides that it needs to “tell white lies” in order to sell its mediocre product in a difficult market and offers the person an alternative job.
5) The person concludes that the organizations’ values are based only on “profit at all costs” and there is a consequent culture of persistently telling lies, so she leaves. Etc.
Again, by defining the individual’s and the organizations’ values, both can take action based on this knowledge by looking at their options, making choices and forwarding the action in a positive way.
For further information on creating alignment between organizational (company, committee, family) values and an individual’s values click here.
