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The Nine Principles for Organizational Excellence

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The Nine Principles® are the guiding principles for improvement work for any organization that intends to be excellent. These principles set the behaviors and expectations for organizations to create and sustain a culture of excellence where individuals choose to work and achieve at high levels. Likewise, the Nine Principles® are the easiest way to communicate to every department what it takes to create a culture of high performance.

Years ago, the Nine Principles® (Hardwiring Excellence, Studer) were developed to give organizations a process to attain desired results. They are a roadmap to help organizations develop a success-based culture using data or evidence to chart the course. The Nine Principles® are the guiding concepts of organizational excellence.
  • Do the Nine Principles® reflect what we are trying to achieve as an organization?
  • In what ways do they reflect our aims? In what ways do they not reflect our aims? 
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the first principle is commit to
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excellence which is really living out
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our mission and values so do we really
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do you know we talk about do our values
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truly look like how we want to live in
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an organization each and every day you
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know or did they just hang on the wall I
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mean do we know what they are do we know
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what they look like are we as an
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organization living the values and are
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we expecting a true commitment to
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excellence not just within pockets of
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our organization but across every aspect
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of our organization principle two is
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measure the important things and I think
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the most important part about principle
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two is that we’re all in an improvement
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mindset right so we know that we can
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achieve and accomplish but we also know
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we can always get better and so how do
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we build the measurement not for the
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sake of scoring it but how do we you the
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use those measurements for the purpose
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of trying to get better and better and
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better
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principle three it’s build a culture
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around service which is just simply
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having great care and concern for the
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people who work with us each and every
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day and the people that we provide
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services to how do we care deeply and
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have great concern for their well-being
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principle four is create and develop
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leaders mostly so that we can coach the
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people and develop the people that we
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work with each and every day you’re
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gonna hear a lot here at this conference
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about focusing on employee engagement
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not just about this score but how do we
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know who the individuals are in our
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organizations what their aspirations are
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what their desires are and how do we
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become the leaders that they need to
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help them achieve their aspirations and
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desires build individual accountability
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so how do we even how do we we talk
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about accountability as something more
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in the lines of you can count on me
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we want accountability because we want
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people to count on us rather than just
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saying we’re accountable to something
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they can count on me I want to be
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accountable
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principle seven aligned behaviors with
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goals and values this is probably one of
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the hardest for us to do because it’s
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about building consistency of leadership
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practices have you ever been in that
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organization or you know been part of it
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where there’s one part of the
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organization that’s really good because
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people are really living out what we
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need to do to get better and then you go
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somewhere else and it’s like what
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happened right and it’s the same
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organization okay because we don’t
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really have the consistency of practices
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across our leaders and so when we’re a
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great organization we build those
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consistency of leadership practices
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communicate at all levels here’s what
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I’ve learned over the years the
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communication means when people know how
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what they do matters when we communicate
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in ways that people know how what they
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do matters people will usually say we’re
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pretty good communicators so it’s
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probably not about the tool or even the
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amount of email it’s really about how do
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we build language and connections with
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people so that they know that they
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matter in the organization and how are
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they contributing to principle 9 helping
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us achieve results and that we’re
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including them in that conversation with
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us and when they help us achieve those
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results do we value them and do we
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appreciate their contributions to our
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team

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