Values workshop facilitator for values your people use to make decisions
A facilitated session that turns values into behaviours people can see, links them to the strategy, and agrees where they show up in hiring, promotion and performance.
Collette EastonExecutive coach and former CEO
Matt RobertsCo-founder of ZOKRI
Meet Matt before you book
The person you'd be talking to, and how we think.
You're probably here because
Sound familiar?
- Our values are on the wall and nobody could name all of them.
- We promote people who behave against our values, because they hit their numbers.
- We've doubled in size and it doesn't feel like the same company.
- The new strategy needs a different kind of behaviour from the one we've rewarded.
Stated, lived and wanted
The gap can be shocking.
In discovery interviews we ask people how things really work: what gets rewarded, what gets you in trouble, and what happens when nobody's watching. From what they tell us, we list the values that are actually lived.
Then we set them beside the values on the wall and the ones you want. Seeing the three side by side is often the moment a leadership team stops debating culture in the abstract and starts deciding what to change.
Illustrative example
Values work at three levels
- Company valuesWho we are, everywhereSet by the leadership team and lived by everyone. We help you track the gap between the values you want and the ones being lived.
- Guiding principlesHow we decideThe rules that settle trade-offs when values pull in different directions. Our own ten principles make our OKR implementations thrive, for example "Resource for success".
- Team valuesHow this team worksSet by each team for its own work. V2MOM has shown the benefit of values at this level.
Who runs it
The people in your room.
Proof
Run by people who do this every week.
When we're the wrong choice. If you want the values redesigned as a brand campaign or a poster, a brand agency will do it better.
Other ways to run it
Need a different shape?
What we do
Five parts, from where you are to values people live.
- BaselineConfidential conversations show how things really work today, and where the lived values differ from the stated ones.
- DefineWhat the company needs, and what each team needs, written as behaviours people can see.
- CommunicateLeaders explain the values, the reasons for them and the stories that show them, until everyone can say what they mean.
- Build inWe remove the conflicts, like valuing ambition and innovation while the system punishes every failure. Then we adapt hiring, promotion, recognition, meetings and decisions to reinforce the values, and track whether you are staying true to them.
- CoachWhere people need help to lead the change, we coach them through the moments that matter.
After the values are agreed
Agreeing them is the easy part. Living them is the work.
Values are agreed in a room. They're lived everywhere else.
- People watch what leaders reward, tolerate and walk past, not what's on the wall.
- If nothing changes in the first few weeks, the new values become the next poster.
- Culture shifts through decisions, habits and stories, repeated until they're normal.
- Hiring
- Promotion
- Recognition
- Meetings
- Decisions
Where values show up, or don't
So we build them into how the company runs.
- Each value gets the behaviours that show it, and the ones that break it.
- We look at where they should show up: who you hire and promote, what you recognise, how meetings and decisions run.
- Each team turns the company values into its own team values and working agreements.
- With youCoachingChecks
Leaders go first, and we coach them.
- Leaders are the culture people copy, so we coach them on the moments that matter most.
- Then your leaders take it to their teams while we coach from the side.
- Then we step back to regular checks on whether the lived values are moving.
- Agreed30 daysCarry on
We measure the gap again.
- After 30 days we go back to people and ask how things really work now.
- You see whether the lived values have moved toward the ones you want, and where they haven't.
- Every engagement ends with that review and an option to carry on, priced before we start.
Questions people ask first
Are you a company values consultant?
Yes, and a culture consultant. We baseline how things really work, help you define the values, remove the conflicts in your systems and coach the leaders who carry them. The values workshop is where your team agrees them.
What does a values workshop facilitator do?
A values workshop facilitator helps a leadership team turn values into behaviours people can see, link them to the strategy, and agree where they will be used in hiring, promotion and performance.
Culture can't be fixed in a workshop.
Agreed. Culture is behaviour over time. The workshop decides which behaviours, and what happens when people don't show them.
Isn't this HR's job?
HR runs the systems. Leaders set the behaviour. This session is for the leaders, with HR in the room.
What does it cost?
A fixed fee, agreed after a 30-minute call once we know the size of the group, how long you have and what has to be decided by the end.
Is it confidential?
Yes. Interviews are confidential, themes are shared without names, and we sign an NDA before seeing any data.
Related
Last updated
Values your people can see, not just read.
Thirty minutes with Collette. Tell us what has to be decided, and afterwards we'll send you a short summary of the call: what we heard, and how we'd approach it.