Seven Phases

The Seven Phases of the Values Journey process are briefly outlined below. Each phase can conducted as a stand-alone session, although multiple phases are usually integrated into a program. The phases are generally sequential, ie Phase 1 is the pre-requisite to Phase 2, however phases 2, 3 and 4 are often experienced within the one program.

Picture 4The early phases of Values Journey are ideally conducted initially with the executive team, to gain “buy in” and the commitment to drive the process, in order to maximize impact. Team Programs are typically then “rolled out” to the management levels, then “cascaded” down through the rest of the organisation. Phases 3 and 4 can be most effective with the involvement of a “vertical slice” of the organisation, including input from executive, management and team representatives. Phases 5 and 6 require intensive involvement of the CEO and Executive Team, as well as those responsible for Human Resources, Organisational Development, Learning & Development and the Training Department. Phase 7 involves administering a series of measurement tools, climate surveys, interviews and through the participation of all members of the organisation as well as the organisations external key stake-holders and partners.


Phase 1 Personal Values - What Drives You

Purpose: To explore personal values, identify current values & desired values and a personal action plan
Benefits: Clarity of insight into change, increased self-awareness, a life strategy and action plan
Method: Interactive workshop, high involvement and sharing by facilitators and participants
Tools: Values deck, pyramid card or workbook, coloured sticky labels, action plan, feedback device, psychological anchors
Outcome: Understand your Values Journey, recognize gap between “current” and “desired” values
Duration: 90 mins to 4 hours+


"My greatest learning (from the Personal Values Journey) was that my life balance is out ... to cut down from the 80 to 100 hours a week that I work." John – Consultant


Phase 2 Group Values – What Drives the Organisation

Picture 1
Purpose: To create a new set of group values, identifying past, present and target values
Benefits: Alignment, common language, enthusiasm to bring about change, a sense of belonging
Method: A facilitated process with interaction, involvement, anecdotes, case studies,research
Tools: Workbooks (incl. phase 1 materials), core and support values sphere
Outcome: Identification, reinforcement of Group Values (Team, Division, Company, Organisation)
Duration: 3 to 4 hours+


Phase 3 Strategic Purpose – Identity, Mission, Values and Vision


Purpose: To encapsulate the identity, mission, values and vision of the group in words
Benefits: Clarification of purpose, reference point and focus for future strategy and action
Method: Facilitated process, group work, discussion and activities
Tools: Examples, structure template and model, group work, action team
Outcome: A statement into which all participants have had an input, and therefore ownership
Duration: 2 to 3 hours+


Phase 4 Values into Action – A Plan and a Code of Behaviour

Picture 2
Purpose: To turn the agreed values into a plan and behaviours, both expected and not expected
Benefits: Clarity and “buy in” on the action and behaviours that are expected and not expected
Method: Facilitated process, workshop, discussion and presentations
Tools: Values into behaviours form, role play presentation, templates
Outcome: A document outlining action and behaviour for team, management, executives, leaders
Duration: 1 to 3 hours+

"We then asked all of a one thousand people to be involved in ... actually saying what sort of behaviors apply for those values ... we wanted their personal involvement because our performance management system is being amended to include values and behaviors." Danielle – GM Human Resources


Phase 5 Values into Systems – Powering the Processes

Purpose: To integrate the values into the HR Systems and other business processes
Benefits: Values come alive in day to day systems and shift from “espoused” to “cultural” values
Method: Workshop for executive / HR function, analysis and modification of systems
Tools: Documentation and analysis of existing systems, values into systems, principles
Outcome: Re-designed systems and processes, documented, trained and evaluated
Duration: 2 to 3 days min (depending on scope of project, resources and size of organisation)

"Quite a big change, a change in the language which was used. We also now had a frame of reference for internal processes we use to do with recruitment and selection as well as our performance management system." Clare – In-house HR consultant


Phase 6 Values with Passion – Excite, Energise and Enthuse

Picture 3
Purpose: To energise and enthuse the people in the organisation to “walk the talk” with passion
Benefits: “Passion Epidemic”, people living the values in all actions, behaviour, choices,
Method: Workshop, role-plays, case studies, anecdotes, events, recognition and celebrations
Tools: Climate survey, self and peer measurement instruments, coaching and feedback
Outcome: Passionately committed to the values, beyond “talking values” to “being the values”
Duration: 1 to 4 hours+

"What is particularly pleasing for me is when I meet groups of our staff, they actually talk in a more enthusiastic and positive way than they did 18 months ago." Ian - Group Managing Director


Phase 7 Values Integration – New Culture, New Consciousness

Purpose: To be a values-integrated culture
Benefits: Emergence of a new corporate consciousness and model for organisations
Method: Observation, measurement, surveys and interviews at all levels internally and externally
Tools: Interviews, instruments and questionnaires internally and externally
Outcome: Benchmarks, standards and an internally driven process for maintaining values
Duration: 2 to 3 days min (depending on scope of project, resources and size of organisation

Values Journey

Contact:

© Copyright 2009 Values Journey