Speaker 1: Which values should you follow in your team? Follow only personal values? Follow only the organization values? Or follow just the team values? And why are values important in the first place? In this video we explore how you can find the sweet spot between these three different type of values and how you can build a fun, engaged, and high-performing team. I value your time so let's get to it. My name is Greg Angelbert. I've had about a 20-year corporate career where I went from being a trainee to eventually being a managing director and vice president. And I started with managing myself to eventually managing about a thousand people. Today I'm a mentor, I'm a coach, and I help people like you, teams, and organization to truly release the energies of positivities that they have inside themselves. What are values in the first place? Values are beliefs, principles, and standards that guide and motivate our attitudes, our behaviors, and our choices. They're deeply held conviction about what is important and meaningful to us. They also help us make a sense of the world and navigate our interactions with each other. Values can be shaped by a wide range of factors such as culture, your family upbringing, personal experiences, and also your education, religion, and societal norms. They are not fixed or immutable. They can actually change over time as we gain new perspectives and insights. And they are universal values that we all share as human beings. Some believe that they are fundamentally wired in our biology. There have also been some cross-cultural studies and research which proves that they do exist. And also we have enshrined them in the UN Declaration of Human Rights. Respect of every person, honesty with each other, integrity on our moral and ethics, empathy with each other, fairness, responsibility, and tolerance are considered as human universal values. Values are not you have them or you don't have them. They just have a different importance for all of us. They're a sort of sliding bar where you go from having maybe a low importance to you to high importance to you. Except for universal values where they are always pretty important to all of us. Individual values reflect the unique perspective and priorities of each person. Life experiences, personality, culture, social norms, economic and political systems, personal goals, and priorities, they will all influence the values we have. There are many examples. You can think of creativity, independence, family, achievement, spirituality, health, adventure, etc. We usually have an awful lot of values that we carry with us. But there's only a few which are truly important to us at any point in time. My personal values are respect, fairness, care, and learning. Thinking about where they come from, one example comes to mind. When I was four or five year old, I think, I was watching a cartoon on TV which was called Calimero. The cartoon was about a small black bird which had a lot of trouble in life, and those troubles were linked to people taking advantage of the bird. I remember vividly being really outraged about it when I was a kid. I was like, it's so unfair. Why are you not nice to Calimero? And that stuck with me. So why does it matter to have personal values? Having personal values centers you. It makes you clearer with your sense of self. It helps you know who you are, what motivates you, and what you would like to achieve in life. It can make us take more intentional and meaningful decisions in our life, and to live a more authentic and fulfilling life. If you encounter setbacks, some issues in your lives, then your values will be used as a compass, though you stay focused on what matters to you. It also helps you communicate in an authentic way with other people, sharing your values, sharing what really matters to you in your life, and that helps to join like-minded people. And you will have a much better time at work if you can find a way of aligning your values to the organization values. In summary, lots of good things to live a happy life. You like this video so far? Then you know what to do. And also subscribe to the channel, put the notifications on if you want content like this every week. For a summary of key points, some tools to help you apply the concept in this video, then subscribe to my Patreon below. And there's plenty of other YouTubers' videos about the concept of values in the description, check them out. Organization values are guiding principles that shape the culture, behaviors, and decision-making of a company, or the types of organization. They reflect the shared beliefs, priorities, and goals that people share in the organization, and they help establish a sense of identity and purpose. They can be driven by the founders, the leaders, it can also be driven by your employees, they can be driven by the industry, the sector in which you work, they can be driven by regulatory environment in which you are, and of course your customer, your stakeholders, and their expectations. Some examples of organization values are customer service, teamwork, innovation, diversity and inclusion, environmental sustainability, etc. So are organizational values just blah blah, or do they actually really matter? When you have values in an organization, you can build a strong culture where people's behaviors and decisions align with values, which in turn brings a strong sense of belonging. It can guide decision-making at all levels, which will help with the reputation, the credibility of the organization, as people outside the company will perceive that it works the talk. And usually an aligned organization around values is a very strongly performing organization, because everybody goes in the same direction. And you'll attract good people that will be attracted to your brand, and attracted to the values that they see shining outside of the organization. They represent essentially the story that the organization tells its people, and that your people are telling other people about their organization. Team values are shared beliefs, principles, and priorities that guide the behavior and decision-making of a group of individuals who are working together towards a common goal. Some examples of team values can be a commitment to transparency and open communication, a focus on continuous learning and improvement, a dedication to delivering high-quality work, or commitment to experimentation and innovation. So what do we get out of having team values? Same as organization, you build a strong team culture where people can refer to those values as something that unites them. If you manage to have aligned individual values with team values, then you will see a lot of motivation and engagement of people with their work on a day-to-day basis. It will help guide decision-making for all team members. It improves communication and collaboration in the team, because values help bring openness in the team, and therefore it brings trust and honesty. It can also facilitate conflict resolution, because team members will be able to come back to the values to objectively look at the problems that they are facing with each other. And if the team is aligned with its values, then everybody will be going the same direction and the team performance will be better. That's a lot of values, so how are we going to make all of this work together? First, let's talk about the must-have, the universal values. We all want them because they are fundamentally human, though we might not want them at exactly the same level within a team. Awareness of that is the first step to really align people and make them realize that people might have different levels. If your organization teams are individual members, infringing on those universal values, then you're in trouble. For the values that you can decide and control, the sweet spot is in the intersection between organization, teams, and individual values. And there are three steps that you can take. First, you need to have awareness of those values, all three dimensions. Then it's important that those values are made into a personal story, whether it's for yourself, it's for the team, or it's for the organization. Finally, that's where you create the overlap. You look at those three dimensions and you see what they have in common, what are the common stories that you can tell yourself. Let's do a finding the sweet spot exercise together. Whether you want to do it for yourself, or you're planning an offsite for your team, or you're actually thinking about your organization values, then do this. First, define what a value is. Define it to your team, to yourself, to your organization. You can find a description below. Then, ask them to identify five core values that they feel very strongly about. It can be more, it can be less. Five is a good number. If they struggle with understanding what are the values, then maybe you can help them. Check out in the description, there's a website with a list of a number of values. Ask them to write down why each of those values are important to them. This can be about a story in the past, it can be about an object, it can be about their life purpose, etc. Now, have people share with each other. You can share it in one go, everybody sharing all their values, or you can spread it. Then, it's time to bring the organization values in the mix, if you have any. Look at what they are. Hopefully, they are not just one word. There's also an explanation of what are the expected behaviors attached to this value. Ask your team to check for themselves how they relate to the values of the company, of the organization. Where is the alignment? Can they create a story which is linking their values to the organization values? It doesn't have to be all values. The overlap is never perfect. Then, move on to your team values. This is where you can link the goal of your team, your mission, to the values that you would like to live every day as a team. What are the values that will help you achieve this mission together? Once you have put together all those values together as a team, make sure you write them down. You write more than a word, and you explain what are the behaviors which are expected behind each of those values. Then, ask yourself and all your team members to write a story of how they personally link their life story to those values that you have as a team. And finally, also check if there are potential conflicts between the values that people have individually, the ones that they have as a team, and also the organization values. Done and dusted? Not quite so. This is the first go at it, so it's important that you make them alive, that you come back to them maybe every six months to check, okay, are we still okay with those values? Are we leaving them? Is it something that is still important to us? And see where tensions have arisen between those values and also in trying to leave those values. It will tell you something about where in the organization, in the team, or with individuals something might not be going perfectly well. The final step is to keep communicating your values, whether they're organization, team, or individual values. It's only when they're in your face all the time that you will truly be reminded of them and that you will really live them every day of your life. When you fully live them, you will experience a centered, peaceful energy that will power your decision, actions, and relationships. I will leave you with one deeply meaningful quote from the King, Elvis Presley, values are like fingerprints, nobody's are the same, but you live them all over everything you do.