Leanne Wyvill30 July 2014

www.presencecommunications.com.au

Attraction, Connection & BelongingAttraction, Connection & Belonging

• Your organisation’s values are what attract people to work with you.

• It’s in our nature to be attracted to and to support others when we recognisesimilarities between us and them

• When we feel like we belong, we contribute our best - we want the group tosucceed for our own success and security

These principles that guide decisions and mark the consensus fordetermining strategy - treasured concepts - are often not integratedinto the everydayness of our working lives.

Let’s look at what’s keeping those values locked up and out of action.

They might be on display to see, asposters and screen savers, but in reality ...

…they’re locked away like Grandma’sbest china and the heirloom silver inthe cabinet on the wall.

1. “Inspirational” attributes andaspirations

We strive forExcellence, Justice, Integrity…

2. Things we endow with ourappreciation:

We valuePeople, Rights, Communication…

How can we make the power of valuesreal and accessible?

• Changing the expression of values from nouns to verbs and adding an adjective is theturning point.

• Nouns are things. Verbs are the doing words. Adjectives describe the action, the doing.

Language

is the key.

• Knowing HOW (the doing) to bring values to life in a particular way (thequality of the action) is powerful.

• Sharing the values in terms of action words is the first turn. The next is toshare the meaning of them.

Language

is the key.

• What does the value/principle look like? Sound like? Feel like? What can it do?

• A value can mean different things to different people and roles.

• You have to share the meaning for the desired response and action to result.

Sharing

the meaning

Connected to

the group byshared meaning

When staff share a very clear idea of what a value can DO for the company, it’s like givingthem key to the china cabinet and a blessing to play with the contents.

They are empowered to transfer the belief into desirable behaviour and motivated to keepit up because of the sense of appreciation and belonging that they will experience.

• CEO message: employeesuccess stories = values inaction

• Mini case studies andgraphics in codes ofconduct manuals

• Ask ‘how’ values areinfluencing: decisions actions feelings

to Communicatethe Meaning of Values

Acing the ValuesAwards/Rewards

Programs

ReflectiveConversations

• CEO message: employeesuccess stories = values inaction

• Mini case studies andgraphics in codes ofconduct manuals

• Ask ‘how’ values areinfluencing: decisions actions feelings

to Communicatethe Meaning of Values

Catch staff outdemonstrating thevalues and reward

them publicly

Encourage staff to‘dob in’ each other

• CEO message: employeesuccess stories = values inaction

• Mini case studies andgraphics in codes ofconduct manuals

• Ask ‘how’ values areinfluencing: decisions actions feelings

to Communicatethe Meaning of Values

are staff practisingthe values in their

daily work habits?

do the companyvalues influencetheir decisions?

how do their actionsreflect the company values?

Reflective Conversationsask ‘how’

Coming together is a beginning.Keeping together is progress. Working together is success.

-Henry Ford

We’re attracted to people and places that are familiar to us, that seem towant to do and achieve the same as us.

When we recognise the same values, we have an immediate connection.

When we share common meaning of those values, we are motivated to actin ways that maximise achieving the common goals.

We belong.

Training, advice and action plans forcommunicating your values with confidence

Leanne Wyvill tel. 0439 53 4355www.presencecommunications.com.au

Images in this presentation are courtesy of freedigitalimages.net