June 14, 2017
6 minutes of reading
Comments expressed by Businessmen the contributors are their own.
The following excerpt is from the book by Riaz Khadem and Linda Khadem Total alignment. Buy it now from Amazon | Barnes & Noble | IndieBound or Click here to buy it directly from us and SAVE 60% on this book as you use the code LEAD2021 through 4/10/21.
Did you know that there is a process for behavior What changes can you make in your organization? This process, equally applicable to small and large organizations, includes the definition of values as the distinguishing features of a company. Your values, along with your mission and vision, become the key statements that guide your organization as it grows and develops in the years to come.
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Behavior is observable and affects others. Can some behaviors produce results and at the same time have a very negative effect on the culture of the organization and its customer base, or even illegal? Sure. Read the news to see rich examples, from major banks abusing customers’ rights to automakers hiding the truth from their buyers, to rival counterfeiters their competition. Imagine the cost of these behaviors on the organization when they are captured. A major car manufacturer agreed to pay $ 14.7 billion in damages for misrepresenting an important car feature to the public. And this cost does not include negative impact on its image, which will certainly negatively affect the future. sell. Such costs can get many companies out of the way business.
Avoiding this type of situation is clearly a top priority for your company, whether you are global or local. No one should behave in a way that could negatively impact the organization. You might want to do a top-team perceptions analysis or a group of people in your organization about the type of behavior they’re witnessing. We have developed a process that allows you to avoid negative behaviors and promote positive behaviors. It all starts from core values.
There are four steps to this process:
- Determine the values of the company / company.
- Identify the behavior to be exactly consistent with the values.
- Change your behavior.
- Facilitate change in others.
Take a look at each of the four steps and talk about ways you can apply them to your business.
Identify core values
The first step in the process of changing behavior is to define your core values, certain values that should be accepted by all employees. You can discuss with the top team, choose from the list we provide here, or just use this list as a guide:
Reliable. Everyone who works for the company should behave in a earnable manner Trust of others. As a result, our customers, employees and shareholders will trust the company. To be trustworthy means doing your best and getting the job done. This also involves being honest, honest and fair, not taking advantage of others and acting with integrity.
Service oriented. This implies an exceptional value-adding attitude to our customers. It means we focus on empathizing with our customers’ challenges, exceeding their expectations and delivering on it politely. Purpose is important and should show concern to the customer, both internally and externally.
Quality consciousness. Being quality conscious means predicting customer expectations about the products or services they are buying, turning expectations into specifications for products or services, and ensuring that specifications are always 100% responsive.
Respect. Respect means showing respect for all relationships, both internally and externally, and treating people fairly and without prejudice.
Study. This implies “always in learning mode” and applying an open mindset to new ideas, showing humility and not having a “know all” attitude in all situations. It means encouraging people to innovate and take risks without fear of failure or punishment.
These values can guide the organization’s operations and have a major impact on the customer relationship. The matching values can be your company’s ultimate competitive advantage.
Identify identified behaviors
But how do you “align” with values? How can you determine if someone is acting in the right way, such as with “confidence level”? You can do that by observing their actions, not only in general ways, but also by noticing specific behaviors that illustrate trustworthiness. Think of these specific behaviors as defined behaviors. By definition, behaviors are defined as specific, observable, and verifiable. An example of a well-defined behavior that can be described as credible is “completing the project on the promised date”.
Change your behavior
No one can claim their behavior is completely consistent with their values, but everyone can make an honest effort to improve. Each person can examine the values of the company and determine any behaviors they may have that is inconsistent with them. They can then make an effort to change. Changing behavior can be difficult and requires resolution, discipline, and perseverance.
When you are determined to change a behavior, you are on the way to perfecting yourself. To help you along the way, you’ll need feedback on how (and if) you’re improving. It would be ideal to get a response from a trusted person watching you. This person could be a friend, co-worker or family member. However, providing this type of feedback can be difficult for many people in the work environment, giving you the option to be conscious of your progress and to reflect on your own improvements. Your efforts will lead to a positive change that will be noticed in the work environment.
Facilitate change in others
The best way to facilitate the change of others is to set and follow your own example. Show employees and co-workers what the desired behavior looks like, and your example will inspire them to follow.
The four steps we outlined above are designed to assist any organization in adjusting behavior to values. You go through Steps 1 and 2 in a meeting with your operating team. Then, Step 3 is done by each of the top ones. The success of your top performers at Step 3 will determine their effectiveness in Step 4 and in your effort to see cultural transformation unfold in a way that is linked to values. It is important not to underestimate the power of being an example in an organization of any size. People will observe and follow behaviors that are exemplified by their leaders.
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