VALUES DRIVEN ACHIEVEMENT BLOG

Employee engagement surveys are often viewed as a tool primarily for the HR department. However, their impact extends far beyond HR, offering invaluable insights for management at all levels, especially in sales. By leveraging data from these surveys, managers can create a more engaged, productive, and high-performing team. Here’s why employee engagement surveys are vital for management and how a sales manager can utilize this data effectively.

Creating new things, as Dr. Christensen suggests, is a powerful strategy for driving progress and innovation. By focusing on building the new, we not only facilitate growth but also naturally phase out the old, less effective practices. Anchoring this process in our core values ensures that our innovations are not just new but also meaningful and sustainable. As leaders, it is our responsibility to foster a culture of values-driven innovation that can propel our organizations toward a brighter, more fulfilling future.

Developed by Adam Kreek, CLEAR goals stand for Collaborative, Limited, Emotional, Appreciable, and Refinable and are designed to be flexible and adaptive to changing circumstances.

ARCIx (pronounced arc-ee Ex) stands for Accountability, Responsibility, Consultation, Information, and Exclude (x). It’s a facilitation tool that aligns decision-making roles with the activities necessary for project success. Unlike traditional RACI charts, ARCIx explicitly defines the accountable person who “holds the bag” if a project fails. This clarity helps in assigning roles and ensuring everyone knows their part in the project’s success.

Building a culture of accountability takes time and consistent effort. By defining clear expectations, fostering open communication, providing the right tools, and recognizing accountable behaviour, you can create an environment where accountability thrives.

The World Values Survey provides invaluable insights into the evolving landscape of global values. By understanding these trends, we can better navigate the complexities of our interconnected world and lead with empathy and effectiveness.

Understanding our values can be a complex journey. Have you ever considered why certain decisions feel right while others leave you conflicted?

Negotiation is a bit like rowing in the Olympics (if you’ll forgive the overused metaphor associated with my online brand). You’ve got to keep your eye on the finish line, adjust your stroke as the conditions change, and sometimes, you just have to row harder when the wind’s against you. Two critical concepts in this realm are ZOPA (Zone of Possible Agreement) and BATNA (Best Alternative to a Negotiated/No Agreement).

Understanding the difference between lead and lag metrics can be the difference between smoothly rowing across the finish line or being left behind in the competition.

Three prominent systems that business leaders often turn to are Metronomics, the Entrepreneurial Operating System (EOS), and Scaling Up. Each offers unique benefits and tools tailored to different organizational needs. Here’s a closer look at how these systems compare and contrast.

The Competing Values Framework provides a structured approach to understand better and improve organizational culture. By recognizing and balancing the different values within an organization, leaders can create a more effective, satisfying, and resilient workplace, including the following benefits:

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Thank you for your interest in personal values discovery. To download my values discovery workbook click the file download link below.

Personality indexing cuts through the static, pushing your leadership team to connect better with their employees and generate more productive results. As an executive coaching tool, personality indexing can increase your team’s performance levels and bring meaningful results. For a clearer understanding of personality testing and how it can boost your enterprise’s value, keep reading.

Imagine that you’re standing in front of a vast, complicated machine. You don’t know how it works, there’s no instruction manual, and your life depends on operating it successfully. What do you do?

The Execution Gap is a problem because it represents a disconnect between what an organization knows it should do and what it actually does. This gap can lead to values not being translated into results and achievement falling short of potential. The Execution Gap can be a source of frustration, anxiety and disengagement for both leaders and employees.

When it comes to achieving and sustaining success, having a clear vision and purpose is essential. Vision and purpose are similar in that they both provide direction and motivation, but they differ in meaningful ways.

When we understand values, and know our values, we make better decisions and have better relationships.