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Group 360 Assessments Are What We Do Best
Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments
Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients
Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin
Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

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Why Choose Origin?

Why Choose Origin?


We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments


What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us


Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You


Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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Keeping Your Organization’s Values Alive

Posted on: June 26th, 2013 by Liesel Burrows

Organizational values anchor a team, a business unit or a company. They can provide a moral foundation for taking the high ground in tough times or when temptation comes knocking. They reflect and reinforce organizational culture.

Many organizational leaders take the time and effort to come up with an explicit set of values that reflect the beliefs and aspirations of their company or business unit. These values are often inspirational; professing integrity, leadership and teamwork. When I ask about organizational values, I find that the executives I work are often enthusiastic and supportive of them.

Although there may be a lot of energy put into selecting the perfect set of values for your organization, don’t get trapped into thinking that once they are communicated that everyone will remember and abide by them. Mistakes will be made, but as an organizational leader, you can increase your chances of having your values front and center by:

1) Keeping them memorable. Long drawn-out lists containing complex descriptions are a quick path to making employees forget and file them away. Make the list brief (I suggest three to five of the most important values your organization wants to emphasize) and make the descriptions simple so they are memorable. Print them on wallet-size cards, have them in your e-mail signature line and/or have an artist come up with pleasing wall hangings. Some organizations like to have all employees sign the list (showing their commitment).

2) Modeling them in your thoughts, words and actions. Make sure that you personally keep your organizational values front and center in decisions and actions you take. It’s often easy for values to get neglected over time and for leaders to disregard the fact that others are watching them closely to see if they walk the talk. Once you visibly slip up, your followers may believe that it’s OK for them to disregard organizational values too. Ask for regular feedback on whether others perceive that you are aligning yourself with the organizational values and if you make a mistake, publicly apologize. It’ll remind everyone that you are keeping the values in your thoughts and words and will continue to do your best to keep them in your actions.

3) Infusing values into your communications and the framework of your organization. When you are speaking with others in your organization, use the values to make your case. Give examples of how you’ve observed employees embodying the values. Instigate meaningful conversations with your team about values. Tell stories about how they are being followed in other areas your company. Connect the dots for employees about how following the values make your workplace and your company better.

4) Recognizing those who exemplify the values. Look for those who are taking action aligned with your values. Whether you do this publicly or privately, catch employees following your organization’s values and let them know that you noticed. Thank them for doing so.

5) Noticing when values aren’t being followed. Provide timely feedback to those who’ve strayed and remind them of the specific value(s) they’ve strayed from. Let them know what impact this has on you, others and the organization. If they continue to make errors of judgment around the values, treat it as you would any other performance-management matter.

Keep organizational values alive through your actions. Make sure you are modeling them and expect the same of your employees by infusing them into your communication, recognition and feedback. Watch as they bring energy and commitment to your organization’s culture!

 

Article courtesy of SmartBlog on Leadership

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