What does it look like when we practice values?

Not just words stuck on a wall
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Operationalizing Values: Commit to Excellence

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Committing to excellence is one of the first things a leader has to do. In this video, Dr. Janet Pilcher explains how operationalizing values includes finding out what's significant and what defines excellence for our team members.
  • What are your organization’s values? 
  • How does having conversations about values and standards impact our teams? 
00:04
the first principle is commit to
00:07
excellence and here’s what I’ve learned
00:17
as leaders the first thing that we have
00:23
to do and I’ve learned this through the
00:25
hard way myself but the first thing I
00:28
know I’ve had to do and I think you
00:30
might feel like this too is really
00:32
deeply commit to excellence and the nice
00:35
part about the people in this room is
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you’re here because you’ve probably done
00:38
that because when we make that true
00:42
commitment then we’re ready to do the
00:45
hard work that it takes to get to the
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side where we’re achieving results and
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we’re doing the things that are most
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meaningful to us what we’ve connected
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what we’ve learned in the commit to
00:57
excellence is when we look at usually
01:02
our strategic plan and we look at
01:04
mission vision and values that building
01:09
a process for operationalizing those
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values in other words they’re just not
01:14
words sticking on a wall but we really
01:16
begin to talk to our teams about what do
01:20
they look like when we’re practicing
01:21
those values and taking organizations
01:25
through a system where we build what we
01:27
call standards of practice or sometimes
01:29
standards of service excellence or
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sometimes values and practice whatever
01:34
we call them we operationalize our
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values so that we know what’s
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significant to the people that we work
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with each and every day it’s the way
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that we build relationships with people
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and the way that we hold people
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accountable but most importantly the way
01:52
that we define expectations not because
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we as leaders say these are the
01:56
expectations that are most significant
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it’s because the people that we work
02:00
with have created those standards and
02:02
they’re telling us these are the things
02:05
that are most significant for us
02:15
you

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