6 Easy Steps to Turn Your Average Employees into Star Associates, Part Six

By Corey Nielsen on Wed, 2006-09-27 07:33.

"If you think of vision and mission as an organization's head and heart, the values it holds are its soul."

-from Making Common Sense Common Practice

Core Values

The final installment in this effective leadership and management training series deals directly with understanding the underlying philosophies and values that drive the company as a whole. Most companies have a brief set of principles that were created to provide parameters in guiding employee and leadership behavior.

It is critical that these principles are understood and are in alignment with your employees' own belief systems.

Often times, an enormous amount of strain and stress for a supervisor can be alleviated by ensuring that the people he or she hires to bring on to the team are in compliance and alliance with the ideals created by the company's leaders.

To some extent, the core values of many companies include the following examples, and it would be ideal if the employee carried many of the same beliefs:

Integrity – To exhibit the highest level of professionalism as well as promote elite levels of honesty, both internally and externally.
Innovation - The use of progressive and creative approaches to problem solving and goal accomplishment.
Customer Satisfaction - The result of an ability to constantly and consistently exceed the expectations of external and internal customers.
Collaboration - The process of bringing together knowledge, experience, ideas, and skills to achieve a common goal.
Sustainability - The ability to successfully serve the future needs of the people who live, work, and play within the community with available resources.
Fiscal Accountability – The commitment and practice of being exemplary stewards of public resources.

Communicating these ideals as the final part of the employee development plan is crucial for your team's success. With each team member, the goal is to clarify these specific questions:

Where is the company presently?
Where it is aspiring to go?
What is required from this employee and his or her job?
What attainable goals are expected from this employee?
What does the company adhere to in terms of core values?

To recap our goal, as a leader with the employee development plan, we are aspiring to create a more holistic view of the expectations of the supervisor, the team, and the company.

The sole purpose of this type of communication is to make your life easier and to help the business succeed.

For tips to effectively train your people and streamline your organization, and other solutions to your staffing challenges, visit www.traininginabox.com. Sign up for your free newsletter at www.quicktrainingsolutions.com to make your HR training and development life easier. Corey Nielsen designs and delivers innovative and effective training solutions for businesses through NTG, his business development and training company.

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