How it is done
We have a well-proven scheme for working with teams and organizations described below. However, we take into account the needs and circumstances of each organisation and can tailor as needed.
Before the workshop
• We meet with the participants to present what is going to happen and answer questions. About 30 minutes.
• Participants rank their personal values using our online tool Value.Online about 1 week before the workshop.
The Workshop Day
• Mapping and insight into personal values in groups of 3.
• Self-presentation on how one prefers to work in groups, and what relationships and roles one is comfortable with.
• Ranking of the group's shared priorities and behaviors based on the group's assignments and goals. Discussion and decision on which 3–5 values should be guiding the team's actions.
• Discussions and decisions about how it should be implemented and followed up in everyday life.
Follow-up after the workshop
We agree on a follow-up meeting of 2–3 hours after a few months when we meet the team and make a new ranking of the common values.
Background
Many times in new groups one starts by creating common rules for the group members. And this despite the fact that the participants do not know each other well and that they have not defined what the rules actually mean specifically. We at Point of Value reverse the process. A prerequisite for the group to successfully agree on common norms that everyone really stands for, commits to and promotes for both new employees and customers is that you start with the group participants as individuals. Only when each individual has insight into and can convey their personal values and driving forces to the group, the journey towards valuation congruence can begin.
The concept of value congruence means in a group and organisational context that the values of the employees and the organisation are consistent. Value congruence is the prerequisite for creating a collaborative culture in the workplace or in the association and is the key to increased motivation, a better work environment and an efficient business.
Several studies show that people who have insight and knowledge of their own personal values are more committed and motivated - both in their private life and at work.
If they can also find coherence between their own values and the workplace, the effect is even greater. Stress and anxiety associated with work is reduced. Leaders who have insight into both their personal and organisational values are perceived to be more credible and find it easier to make decisions.
In our analysis of commitment linked to values, we start from Posner & Schmidt's research and measurement method. As you can see in the graph to the right, the individual's commitment in the workplace (on a scale of 1 to 7) increases in relation to his/her insight about personal values. Having insight only about the organisational values but no clarity about personal values has no effect.
We can measure employee commitment before and after a Point of Value programme.
Here you can read about some of our most popular services. Please contact us for a conversation about how we can tailor a layout for you and your organisation.
In a consciously value-driven organisational culture, transition and changes are perceived as natural since everyone knows what to do and why.
We offer a process towards a more value-driven organisation.
Contact usGive your board the opportunity to lead the organisation through good and bad times by starting with values, culture and vision work. Can be combined with the top management team.
Contact usWhen merging units, departments and functions, it is crucial to examine what characterizes the different cultures and working methods of the units. How can a new "third" organisational culture with the best of each unit be created?
Contact usGive yourself the opportunity to start from your personal values in order to develop your leadership, your career or personal change work. We also offer mentorship for leaders and managers as well as individual leadership training.
Contact usGive the new team the right conditions to succeed by initially working on the behaviors and priorities that are crucial to the team being successful.
Contact usHow do you know that those who seek the position have values that are in line with the team and the organisation's values and culture? Skills and experience are easier to develop than values.
Contact usOur customers and partners work with values in many different ways and situations. In the article series Value Stories, they share their stories.
Hur kan man som lärare jobba med värderingar? Och varför skall man? Och hur kommer musiken in i bilden? Läraren och musikern Christian Tellin är utbildad Point of Value-facilator och han berättar hur och varför han använder värderingar och värdegrundsarbete för att stötta elever att göra medvetna prioriteringar i sina val och samtidigt bli trygga i skolan.
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He works relentlessly with peace-building and dialogue in the Middle-East, but not through the usual high-level diplomats and politicians. Instead he is engaged in community building where the ability to connect people in dialogue is key. His former skills and experiences as a spatial development manager and strategist in Aleppo, Syria before the war has proven to be very useful in his new life and role during the conflict. Meet Mahmoud Ramadan.
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