Organizations often spend a great deal of effort defining and fine-tuning core values. Typically, in this process, cross functional teams meet and discuss why the organization exists, and what values and behaviors contribute to achieving mission and purpose.
This is usually an intense exercise for those directly involved in choosing what values belong, and what values are valuable, but not in fact “core.”
Once they are defined and the new core values are presented to larger groups, reaction is often subdued with attendees thinking and saying that the selected core values haven’t changed much, or that they look like many other organization’s core values.
Engaging Employees and Volunteers with Core Values
How can we help such audiences engage, understand and think more deeply about organizational core values? A technique I’ve used frequently is to create a list of questions related to an organization’s core values, and then pose these questions leading to a discussion with participants.
This technique is very natural for Toastmaster clubs because at each meeting every Toastmasters club practices this style of question and answer during their round of Table Topics, which is a round table of one-to-two-minute impromptu speeches. This approach also provides an opportunity to consider and contrast professional values versus personal values.
Toastmasters Core Values
Toastmasters core values are;
• Integrity
• Respect
• Service
• Excellence
An Example – Table Topics
When I operate a core values themed round of Table Topics at a Toastmasters meeting, I usually start with an open question to any volunteer such as “who can tell us what Toastmasters core values are, and why they’re important to us.” Usually, a volunteer can and will answer this, but not always.
If no one can answer this first question, I answer it for the group. Then I’ll cycle through a short list of questions, sometimes repeating a question for a new participant, or crafting a new question based on a response I heard.
Here are some sample questions;
1. What does integrity mean in your day-to-day work?
2. How should we measure excellence?
3. What behaviors demonstrate respect? (This question usually invites a next question related to listening skills)
4. Do you believe service belongs as a core value?
5. What does excellence mean in your role as a club officer?
6. Family and faith are important to most people. In addition to these, do your personal values differ greatly from our core values?
7. If you could add one more core value, what would it be and why?
8. Why are core values important in our environment?
No Right or Wrong
Importantly, questions such as these have no right or wrong answer. This style of question enables attendees to reflect on core values and consider their own personal core values. This form of question is also helpful in practicing for job interviews, where those interviewing want to observe how a prospective employee thinks on the spot.
Conclusion
Organizations often spend much time and energy defining core values. More time can be invested in deepening stakeholders thinking and understanding of core values.
