During a conversation last Friday, we were discussing personal values and my friend said something like, “Well, they bring their values with them”.

 

This triggered a number of thoughts, which were important to me but not a good fit for the conversation last Friday. So, I promised [myself] I would write them down later…later is today.

 

Yes – people do bring their personal values with them. If we work at it then we can get a sense of other-people’s-values by observing those other people. After we have observed people we make decisions about their character.

 

According to experts, this assessment of character can happen very, very quickly. And, we do not need to rely on experts alone. We know this from firsthand experiences. Every once in a while we get immediate ‘bad vibes’, bad ‘gut feel’, when we meet someone. At the other extreme, we find other people ‘magnetic’. These positive and negative feelings contribute to our assessment of other people’s character. As we decide on character we make assumptions about the underlying personal values that create character.

 

Yes – people do bring their personal values with them.

 

But – we must understand more if we are to succeed in dealing with other people.

 

As we observe and make decisions about people’s character and personal valueswe should not lose track of:

• Many people will not have taken the time to understand their own values/character
• For those who have worked at it, their self-analysis will be skewed by their bias:
  • Often people look at themselves through rose-coloured glasses
  • People rarely wear those glasses when they observe other people
• Few people get into open discussions of values and character
• When the stakes are high, personal values can take a back seat to personal needs
• Situations can cause personal values to take a back seat, particularly:
  • When a person is under extreme stress
  • When a person is subjected to a powerful yet dysfunctional leader
  • When a person is surrounded by ‘mob thinking’
• Situations can help people use their personal values to create Value for other people
  • When people are encouraged to use their Strengths [talents, knowledge, skills]
  • When people are comfortable with a powerful Values-grounded leader
  • When people work in a harmonious environment, with success-orientation

Bottom line: Corporate Culture is a process under the leader’s control…

 

 

Link to some thoughts about V-C-C-V.

This blog contains an argument in support of doing strategic planning in the following sequence:

1. Vision Statement 
2. Mission Statement 
3. Culture Statements 
4. Market-Sector Statement 
5. Market Niche[s] Statements 
   • Target Markets, 
   • Value Propositions for each Target Market, 
   • Differential Advantage/Unique Selling Proposition 
6. Goal Statements 
7. Etc

***

 

Placing a personal or business Vision in writing is tough thought-work.

 

Placing a personal or business Mission in writing is tough thought-work.

 

To believe one can understand one's Clients’ needs and desires or one's Clients' Clients' needs and desires when one can not express one's own needs and desires in writing is flawed logic. Starting from flawed logic neuters one's ability to succeed…or, at the very least, makes the next tasks a game of chance. So, we need to start with our own needs and desires: our Vision, our Mission, etc.

 

Perhaps the best example of proof is the fact the vast majority of people can not write out a Unique Selling Proposition (Differential Advantage) for their business. To make sure my point is clear: a USP/DA is a concise statement that answers the Clients’ question: Why should I buy this from these folks rather than (1) buy something from someone else or (2) do nothing? Many people may be able to state something, place it in writing, and call it a USP/DA but after a bit of scrutiny it doesn't pass the test.

 

We can consider the USP/DA as the teeter-totter fulcrum that balances one's needs and desires against the needs and desires of one's Clients. Put another way....if there's a meeting of the minds between us and our Clients then the USP/DA is how that meeting of minds is described in simple and clear words. The USP/DA addresses my needs and desires. The USP/DA addresses my Clients’ needs and desires. Things are in balance.

 

As a general rule, it is a challenge to understand others.

 

As a general rule, it is challenging enough to understand oneself. And, if we do not understand ourselves (to the point we can describe our needs and desires in writing) then we are deluding ourselves if we conclude/presume/assume we can understand other people's needs and desires.

 

I suppose we could start our strategic exercises at the USP/DA [ie, at the teeter-totter fulcrum]. We could then quickly determine whether or not the 'us' side and the 'Client' side are in balance,

 

But, that will rarely work. So, we should start with our needs and desires: our Vision, our Mission, etc.

 

I'm saying, something like 99 out of 100 people can not or will not write out USPs/DAs. So, starting there is pretty much doomed. And, the 1 time out of 100 it will work the person will ask why we aren't starting with the Vision statement.

After being inspired by Stephen Covey* and others, and giving it all some thought, I have come up with and adopted the following…

 

Definition of Integrity

1. When you know your Personal Values and
2. When you can express your Personal Values in writing [showing how you think the think] and
3. When you can talk with others about your Personal Values [talk the talk] and
4. When your actions are consistent with your Personal Values [walk the walk] and
5. When you acknowledge your think-talk-walk errors and strive to not repeat them

…then you have Integrity.

 

*a link to Stephen Covey