For Your Team To Love

What’s your vision? What set of core values inform the way you do business? No one starts a company without an idea, a gut feeling about what they are doing and why, but often, along the way, vision and reality can diverge.

Review personal goals and values.

Everyone has personal values and goals. People with a high level of self-awareness and emotional intelligence will be in tune with their values. For some, this will be a moment of awareness and discovery. Not everyone in an organization should share the same values. Difference and diversity are important. The purpose of this exercise is to assess where individual values and goals fit in with organizational values.

Set a company-wide goal.

Look at where you are and where you want to be. Pick a destination, and then map out how you get from A to B. As with all team goals, make these around culture-specific, SMART: Specific, Measurable, Achievable, Realistic and Timely.

Appoint a culture leader.

Making someone accountable for setting tasks and monitoring implementation means this won’t suffer from mission creep.

Be transparent.

External accountability, even to the same extent as Buffer or Groove, is worth doing if it helps keep your team on track. Not only that, but depending on your target audience, a blog about this journey could generate outsized marketing returns.

Measure and grow.

Once an internal process has been created to guide, monitor and cultivate a stronger culture, you can build on that externally. Find what works as a team, and then think about how you can extend that same culture, value-driven authenticity to your customers.

Source: yfsmagazine

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