There is a widespread misconception that values such as teamwork, respect for others, etc., cannot be listed as performance indicators in the appraisal process. Too many managers and HR departments believe that they must only evaluate performance in the narrowest possible definition – but nothing could be further from the truth.

Leaders in well-run organizations make sure that the corporate Values (espoused Values) are identical to the Values that are actually lived everyday throughout the organization (enacted Values).

How do they do that? Once the organization has defined its Values, it translates them into behavioral terms. This is not an easy task – it is tedious work – but well worth it.

Without this "translation," it is very difficult – if not impossible – to lead and manage an organization, because Values is one of the most effective tools for organizational alignment.

Once your core Values are translated into behavioral terms, it is very easy for your employees at all levels to hire according to such values, to evaluate performance according to such values, to reward according to such values, to promote according to such values, even to fire according to such values.

Performance is the sum of behavior plus results. If you only evaluate performance based on results, you don't know if the behaviors used to achieve such results were ethical (I am using a rather strong word to make my point clear).

Profits, costs reductions, etc., (results) are only achieved by the quality of the behaviors used (Values translated into behavioral terms).

If the decision-making process is poor, it is more likely that the decisions made be poor.

If teamwork is poor, it is more likely that profits, costs reduction, etc., be more difficult to achieve.


And vice versa of course: You must not evaluate performance based only on behaviors, without taking into consideration results.

If you want to build a high performance organization, core organizational Values is one of the most effective leadership tools you will ever have at your reach.

Remember: Values guide behavior and create culture. What culture do you want to have? Was your organizational culture created by default or by design?

Comments? Ideas? Feedback? I’d love to here from you – just reply to this e-zine and tell me what you would like future e-zines to be about – I'm listening.

Feel free to re-send this e-zine to your boss, to your employees, to your colleagues, etc.

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Recent Past issues:
Trust within a Team
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Have outstanding employees
Leadership vs Management
Behavior vs Attitude
Types of Feedback
Feedback and Motivation

See you next month!
Jose Luis Romero – Publisher
December 1, 2009. Copyright: All rights reserved
Skills2Lead Ezine is published on the first Tuesday of every month.

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