Advancing change—as individuals, organizations, and communities—requires us to first be clear about the values we’re committed to, so that we can then take action in alignment with those values. According to Laura Lane, Chief Corporate Affairs Officer at UPS, this values-based approach has driven the company’s success in advocating for change around voter laws, healthcare mandates, and other social and political issues. In her conversation with the hosts of the Planet Purpose podcast, she emphasizes that the ultimate goal should not be to move a political needle left or right, or to get involved in an overly political way, but to simply let your values drive their engagement. 

Jeremy Stoppelman, CEO of Yelp, knows exactly what it’s like to take a firm stand on a highly controversial issue as the leader of his company. In a recent piece for Fast Company, Stoppelman explains why more companies need to take a stand on abortion rights in the wake of the leaked Supreme Court draft opinion, which foreshadows their decision to overturn Roe v. Wade. In particular, he outlines sharply the threat of restricted abortion access to the advancement of equity and inclusion for women in the workplace.

Certainly, there is a risk to taking a stand, especially in the highly polarized climate here in the U.S. But there is also a great risk to not taking a stand, and Stoppelman’s case illustrates that risk well: By not taking a stand, or by taking the wrong one, you may unintentionally be undermining your own values. If we want to uphold our integrity as individuals, organizations, and communities, we must examine our values and our impact closely, so that we can plainly see where our words and actions align with our values—and where they don’t. Only then can we align our actions with our commitment to effect positive change.

 

Start Here. Times of upheaval and change grant us an opportunity to reexamine our values, a timely feature noted in Harvard Business Review. Values, we are reminded, are “the way an organization commits to working—a statement of how a company does what it does and the principles it will consistently abide by.” Take a look at the values that shape how we operate at Mariana Strategies here.

Where is your organization in the process of formulating your values? You may be thinking about how to articulate your values for the first time. Or perhaps you’re seeking to reassess your current values in light of changes and shifts from the past few years. Regardless of where you are, here are a few tips for taking a fresh look at your company’s values (adapted from the article above):

• Engage the organization comprehensively. Announce your efforts to the whole organization. Make the process formal and public. Frame it as an opportunity for all  to establish a connection to your organization, to your principles, and with each other.

• Listen extensively and authentically. Seek direct feedback from a broad group of employees. Employ a variety of methods and tools, but especially person-to-person connection. Highlight great feedback and cultivate leaders who listen well.  

• Launch, and then communicate consistently. Release your established values to the whole organization. Have them around the office, on your website, and in talks, presentations, and events. Communicate them often so that they become internalized. 

• Recognize those who live out your values. Elevate the example of employees who demonstrate the organization’s values. Find and feature their stories. Acknowledge and reward those serving as “culture carriers” and leading the way for others. 

Values form the bedrock of how we live, work, and interact with each other, but this process is neither direct or automatic. Sometimes we bypass opportunities to act in line with our values, or even act in ways that are contrary to those values. This is why we must do the work of examining our values and aligning our actions with our commitments. In doing so, we can not only increase our ability to effect positive change, but also maintain our integrity as leaders. So join us in this work, and let’s create momentum for change together. 

Our Building Inclusive Culture Workshop Series provides individuals with the skills and shared language for communicating about the experience of exclusion (e.g., harassment, incivility, microaggressions), the experience of inclusion (e.g., feeling valued, trusted, and able to be one’s authentic self) and the tools to create inclusive culture at all levels of the organization. Our approach for sustained learning includes interactive, facilitated group discussions reinforced by post-workshop activities with teams and among small groups. 

Topics in this series include:

• Putting Values into Practice by communicating individual work styles and preferences, developing team norms for behavior, and practicing what to do if you say or do something harmful.

• Emotional Intelligence for Better Communication emphasizes building empathy, self-awareness, self-regulation and social skills to create a more inclusive workplace culture. 

• Emotional Intelligence of Groups focuses on team effectiveness by learning to recognize how emotions affect relationships and team dynamics.

• Psychological Safety and Trust-Building to create greater team effectiveness, better communication and an increased sense of workplace inclusion.

• Creating a Culture of Accountability helps individuals address inappropriate workplace behavior including rudeness, incivility, and communication breakdowns.

ABOUT MARIANA STRATEGIES

Mariana Strategies provides workplace culture consulting services focused on building safe, inclusive workplace culture. We go beyond compliance to focus on how organizations can prevent harassment and cultivate respect in the workplace through tailored solutions.