If you had the opportunity to read the first posting on this subject you will recall that the first step was for the CEO to declare “a new day” going forward with the inculcation of new core values. The second step was for the CEO to declare to the organizations’ members that he was personally and publicly committing his personal and profession conduct totally to the core value standards and expects to be held accountable by everyone within the organization.
Action Step #3
The third step I would recommend to be incorporated is:
The CEO should meet with his command staff to personally commit them, verbally and in writing, to each of the core values. This commits every member of the inner support staff to the same standard that the CEO imposed upon himself.
The CEO will have to convince his staff that what he has done previously in steps one and two were not fluff and not just old business in different clothing. He must convince them that he is totally committed, never more serious and sincere that these core values are the new operating philosophy for the organization going forward. He must put on his best salesmen’s hat.
After lengthy discussion and with complete understanding of the seriousness of the matter, the CEO should get a verbal commitment from each member of his staff. They must commit to the expectation of being held to these new values in everything they do personally and professionally. Furthermore, they should commit to holding everyone under their command within the chain of command accountable to the behaviors and actions as required by the core values. They should also commit to holding each other accountable. They must understand that it will be expected of them to call other staff members’ attention, including the CEO, to any action or behavior not in alignment with the core values. This will require courage and commitment but when everyone is operating under the expectation that anyone within the organization has an obligation to call anyone out for violation of the core values, it lessens the inner struggle and makes doing the right thing easier.
The CEO should present to each member two written copies of the core values professional prepared in its designed and appearance. The effort put into the professional design is very important as it will impress further that the CEO and the organization is adamantly sincere in making a change in the direction, expectation and culture of the organization. The members of the staff inner circle should sign one of the copies and return it to the CEO to be placed in the members’ personnel file as a permanent record and witness to their commitment to the new order of business. The CEO should sign one as well during this commitment meeting.
Once this has been completed the CEO is to communicate to the organizations’ members of the meeting and commitment of the command staff to live and conduct business according to the parameters of the core values. This should be made a big deal, because it is. Photographs with each staff member and the CEO individually and as a group holding their core values commitment certificate should be taken. These should be sent to all sections and departments of the organization to impress upon everyone of the total commitment to the new philosophical direction of the organization by the CEO and staff.
A news conference should also be called by the CEO to convene immediately after this meeting. This will promote the urgency of the entire process. He should give a verbal statement and have Q & A session with the media. The CEO should, if possible, give the statement from the heart and without aid of a “prepare” written statement. After all if the CEO cannot speak about this from his heart and his gut them he probably is not totally dedicated to the core values and new direction as he should be. Even if he is, reading a prepared statement will not project his sincerity as well as speaking from the heart. All of this should be done with the staff members standing with the CEO as a sign of total commitment. If the organization is a governmental entity, then the head of the governmental body, be it a mayor or governor, should be in attendance. They should give supporting statements as well. This is extremely important as it will demonstrate that the support for this new operating philosophy goes to the very top of the organization. The staff members should also be available to talk with the media as well. The media can be given an official news release that incorporates the statement and official position as previously paraphrased by the CEO.
All in all, remember it should be made into a “big deal” because it is the beginning of a new and exciting change in the direction of the organization. It will help build, or rebuild if necessary, the so important character and reputation of the organization. Without it, no organization can be very effective.
The next posting will continue in this series of further steps that can be done to incorporate new core values and operation philosophy within an organization.
Have a great weekend as you “leaderdown” for some well deserved R&R.
Esse Quam Videri!
Carpe Diem
Arete'
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