Values to facilitate collaboration Tutorial

Unlock the power of shared values in your organization! In this compelling video, "Values to Facilitate Collaboration", discover how a strong values foundation can enhance teamwork, reduce conflicts, and guide decision-making. Learn practical steps to implement these values effectively, making your workplace thrive in agility and change. Don't miss out on mastering the art of value-driven management!

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in which their values are mentioned,
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an agreement or a charter,
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even if most of them
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are accepted by employees,
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are these values implemented?
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And
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can they facilitate collaboration between employees
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or even avoid internal conflicts.
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In this video,
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we will see the benefits of implementing a basis of shared
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values in the company and how to put them into place.
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What is the benefit of defining a basis of shared values in the company?
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Values were promoted in companies in the 1980s for marketing strategy reasons
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to make the company attractive externally,
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to make the company attractive to customers,
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but also and above all to future recruits.
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Will you be more?
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Stimulated
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to apply to a company that claims values of transparency
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and audacity
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or a company that claims trust and appreciation.
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The values,
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after being merely marketing products were subsequently adopted
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internally to unite employees around a common identity.
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The values have thus become a line of conduct shared by all employees in a company,
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regardless of their status,
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profession,
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or seniority.
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Today,
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in a complex,
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uncertain and changing context
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where the commitment of each individual is essential,
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management by values seems much better adapted and more attractive
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than management by rule.
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As the website managerial innovations reminds us,
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values enable companies to give meaning to action and guide commitment,
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to strengthen cohesion,
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to structure the methods of collaboration by adapting a common line
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of conduct shared by all the members of the company.
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They allow management of complexity of the organization in diverse
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situations and promote its DNA both internally and externally.
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Values based management
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addresses the need for companies to develop more collaboration,
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commitment and accountability.
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Once shared and accepted,
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these values will influence employees' decisions
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and the way they collaborate.
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When Facebook advocates.
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Done is better than perfect or Crystal Group
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promoting colleagues internally wherever possible as a value,
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the energy of employees will not be the same
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as in other groups where false values such as performance
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or internationalization are valued.
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In a company where the value of accepting the risk of failure or error is advocated,
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employees will dare to show more initiative than in
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a company where the value of quality is paramount.
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Values therefore guide action and decision making.
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The arbitration of conflicts will also echo these values advocated by the company.
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In a company where openness to diversity is a primary value,
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any closed or ostracized behavior will be denounced.
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Having employees who consciously choose and share
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common values will thus avoid many conflicts,
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and if there are any,
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it will make it easier to resolve them,
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but
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How to make the company's values come alive.
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The definition of the company's values requires in-depth work.
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Sometimes
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values are present in the DNA,
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but have never been verbalized.
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At the initiative of the management,
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the definition of values must be done in consultation with the employees in
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order to meet the greatest possible adherence at the time of their integration.
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If your company has not defined its value base,
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you can define some in your team by thinking about it during a team meeting.
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Use a brainstorming session for this and take the time to discuss it.
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A piece of advice.
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Avoid stopping at just one word,
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as is often done,
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a word that remains too abstract and too open to interpretation.
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You can use groups of words.
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For example,
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reinventing new and better ways to work,
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no matter what the level of responsibilities,
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is an example at Crystal Group.
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Or
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be adventurous,
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creative,
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open minded at Zappos.
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You can also describe the chosen word in a few words.
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For example,
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trust.
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Being a partner who respects their commitments,
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this is more concrete
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agility,
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anticipating and adapting constantly.
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Openness,
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be curious and be enriched by diversity.
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Audacity,
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daring to do differently and accepting risks,
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sharing,
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favoring dialogue to grow together.
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Appreciation,
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celebrating our successes and learning from our defeats.
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To take these values a step further,
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work in teams to develop a list of behaviors
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that nourish the values.
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For example,
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for trust,
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meeting announced deadlines,
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for openness,
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having lunch with members of other teams.
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For audacity,
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take one risk per week.
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Sharing
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set up an information sharing platform
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and appreciation
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giving each other feedback at the end of individual interviews.
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More broadly through the company,
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a thorough job is to be carried out to prevent values from just being a slogan.
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And from planting the seed of resentment,
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resentment such as,
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ah,
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innovation is one of our company's values,
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but as soon as we propose anything new,
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everything's blocked.
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Here are some ideas for incorporating these values into reality.
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Propose a training session on the company's values as
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part of the integration process for all new arrivals.
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Make team building days on values with discussions,
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games,
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and exercises.
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Set up meetings on values.
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This is what the company RHD does with more than 4000 employees.
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Every month they organize a meeting on values to reflect on
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their application and see if they can add or modify points.
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Add to your department meetings a sharing time on one of the values.
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Once every 3 months,
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a value is reviewed,
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and to ensure the values really permeate daily work and the way to collaborate,
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you can make an annual survey of the values by department,
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which will be followed by an action and improvement plan.
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Some companies
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such as Lippy or Airbnb have decided to pay a portion of their salary increases
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based on the level of appropriation of values.
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At LIPI,
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4 values are put in the spotlight
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respect for others,
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the availability of management to the employees,
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their availability to other services and units,
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and to be.
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To report malfunctions and where possible provide solutions yourself.
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The evaluation for each employee is now done collectively in 360 degrees.
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And for those who encounter difficulties in assimilating the values,
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the company has set up support systems because the aim
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is not to punish but to enable everyone to evolve.
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A company that shares common values generates more cohesion.
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As Frederick Lalou was say in his book Reinventing Organizations,
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this is the 4th stage in maturity of organizations.
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At its beginning,
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the life of a group resembles that of a pack of wolves or a gang.
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Then to an army,
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then to an organizational mechanism marked by
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rules and processes that everyone follows.
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The 4th stage of maturity
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is that of siblings,
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the family.
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The maturity of these organizations that Lalou
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calls green organizations is based on empowerment,
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consideration of stakeholders,
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and a culture centered on shared values.
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The so-called green organization is not free of conflicts,
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but these are much more easily resolved in
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favor of accountability and shared human values.

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