Obtaining Buy-in to Obtaining Buy-in to GoalsGoals

(Your Values and Integrity First)(Your Values and Integrity First)

©2002 Dr. B. C. Paul

Goals “Goals are market posts you drive into the

future landscape between where you are and where you want to be. They focus attention productively”

Goals are of two types Result goals - tons produced / absenteeism

rates / limits on supplies wasted Value goals - what impact do you want to

have on the lives of your team / your customers / your community

A Framework of Values

The difference between goals and values– goals - only a few critical ones need to come

from management– goals - the shortest route may not be a straight

line• you must have buy-in

• you can compromise and negotiate

• shared awareness is not a shared vision

Values

Your teams values are all critical There are only straight lines Values are the underlying power that gives

enthusiasm the inner power to survive the upsets of a difficult world

A Manager is a leader / Not a boss– Values are the boss that gives direction to all action– Values must guide your actions first

Managing Values

Values must be your code first– you must be willing to live the values to

develop trust and respect– Values cannot be shed for the fast buck /

convenience or even to save your own skin.

Values guide your behavior - they are not the tool by which you guide and police others

Asserting Values

“You can’t impose agreement to values… but you can, and must, impose conformity”

You must see to it that your team is internally aligned

“If people don’t respect your values, then they work elsewhere”

Living Your Commitment - Standing up for Unforeseen Consequences

Example - Respect the dignity of work– As people caught hold of the spirit of the squirrel

productivity rose– Some people simply lacked the ultimate

productive capacity of others

The response– Try to put them where they could best succeed– Anyone who was committed and trying was given

the dignity of work

Paying the Price

Sometimes really believing and living that everyone’s work is important means not denying anyone the dignity of putting heart and soul into a job just for the quick buck.

Values have to hold up in tough times or they’re nothing more than talk

Goals and Values

“Goals are for the future”, “Values are Now”

“Goals are set”, “Values are Lived” “Goals change”, Values are the immovable

rocks by which you shape your life - and demand that others shape their actions.

Values - not Statistics as Guides

Spirit of the Squirrel is driven by importance in human terms

If the vision is clear and focused on human terms - profitability and production follow– Developer of Gung Ho had constitution for

plant• To protect the health, safety and well being of

everyone in the plant (First point)

How to Get Buy In

Wisely pick the values that guide the workplace

Carefully select a few goals that together with the values will guide the work– Watch for more on how to do first two

Work with empower and inform your team and let them set most of the goals– People believe in what they own

• Need them to see their own actions as critical to goal

How to get Buy-In

Involvement of respected individuals in setting most of their own goals and actions

Be a living example of the values that guide your team– Three Critical values

• Honesty

• Respect for everyone

• You value them first

Filling Basic Needs

People have inner need to feel important to others through service– Spirit of the Squirrel – see things in human terms –

what does my job well done mean to others – how do I serve

People have inner need to feel value to be cared about– Respect them– Inform them– Involve them– Be honest in standing for values no matter what so

that they know you mean it