Start as you mean to go on. One of the key factors is to define the culture you want to create from the beginning, and integrate it into how you hire people, how you treat employees, the type of customer service you provide, and the general environment of your organization. Are you walking your talk?
ambition, competency, individuality, equality, integrity, service, responsibility, accuracy, respect, dedication, diversity, improvement, enjoyment/fun, loyalty, credibility, honesty, innovativeness, teamwork, excellence, accountability, empowerment, quality, efficiency, dignity, collaboration, stewardship, empathy, accomplishment, courage, wisdom, independence, security, challenge, influence, learning, compassion, friendliness, discipline/order, generosity, persistency ,optimism, dependability, flexibility
Stating your organization’s values or guiding principles (and insisting theta everyone lives up to them) is critical. These principles spell out the ethical framework of how things get done. They tell your organization what kind of organization you are.
What are your highest priorities? Where will you spend your money? Where will you place your time and attention? This is what you value. These values guide your choices as you make decisions about the daily life of your organization. Your goals and purpose are grounded in your values
This weeks nugget is about the culture you are creating. Long-term success can only be accomplished if the change in culture becomes self-sustaining as an integral part of the company’s core values. Its your job as the leader to make sure this happens.
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