Kirsten Holder offers some ideas on how to meaningfully introduce the organisation's vision and values during a staff induction.
Unless people can see how the values can be integrated into their working life, they will remain something that simply sits on the wall.
Activities that I've used in the past have included:
1. Ask the group to think about their first day/week in the organisation. Ask them in small groups to think about where and how they've seen the values demonstrated? Then ask them to think about a time when they haven't seen the values demonstrated - and what could have been done differently.
2. Working in pairs, ask staff to identify two things they could do in their first month, that would demonstrate one of the company values.
3. If staff work directly with customers/clients/general public - ask them to identify how these groups might feel if a particular value was being demonstrated. What actions could staff take to ensure that company values permeate through to these groups.
4. Write some simple case studies, where the values are evident and non-evident. Ask the group to identify which values have been shown and how, and what could have been done differently.
View the original posting:
Visions & Values at Induction
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