Organizational Values Quotes

Instead of waiting for a leader you can believe in, try this: Become a leader you can believe in.

You can’t sell it outside if you can’t sell it inside.

The purpose of leadership is to change the world around you in the name of your values, so you can live those values more fully.

When you’re a manager, you work for your company. When you’re a leader, your company works for you.

Pack speaking about his new love, Sky: “Well, let’s see. She has the animal husbandry skills of a vet, the organizational skills of a Six Sigma guru, and the mechanical skills of a…trained mechanic. She doesn’t require handyman help. And she’s nice to look at. Other than that, she leaves a lot to be desired. And maybe I omitted the best part, which is that she’s a fine human being with strong values.

Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.

The first step to solving any problem is to accept one’s own accountability for creating it.

Work/life balance is not about escaping work. It’s about living exactly the way you want to when you’re at work.

What first separates a leader from a normal human being? A leader knows who they are as a human being.

True leaders live their values everywhere, not just in the workplace.

A brand vision should attempt to go beyond functional benefits to consider organizational values; a higher purpose; brand personality; and emotional, social, and self-expressive benefits.

When rewards come from an external source instead of an internal source, they’re unreliable, which means they’re dangerous if you grow to depend on them.

The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?

The worst thing in your own development as a leader is not to do it wrong. It’s to do it for the wrong reasons.

Values are the individual biases that allow you to decide which actions are true for you alone.

Values are deeply held personal beliefs that form your own priority code for living.

A manager’s emotional commitment is the ultimate trigger for their discretionary effort, worth more than financial, intellectual & physical commitment combined.

The myth of management is that your personal values are irrelevant or inappropriate at work.

Being relevant to your customers only when you’re trying to sell something means choosing to be irrelevant to them for the rest of the time.

Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.

It’s impossible for a company to get what it wants most if managers have to make a choice between their own values and company priorities.

Your values are your essence: an undistorted mirror showing you at your pure, attractive best.

Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.

Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.

Leadership behaviors are one of the most critical influences on an organizational culture.

A company can’t buy true emotional commitment from managers no matter how much it’s willing to spend; this is something too valuable to have a price tag. And yet a company can’t afford not to have it.

Human behavior is only unpredictable and dangerous if you don’t start from humanity in the first place.

You can stuff yourself with emotional fulfillment until it’s dribbling down your chin & your ego will quickly chomp it down and demand more.

Try not to take this the wrong way, but your brain is smarter than you are.

You don't have to fear your own company being perceived as human. You want it. People don't trust companies; they trust people.

There will be plenty of other problems in the future. This is as good a time as any to get ahead of them.

The economy is in ruins! Bottom line? Good management will defeat a bad economy.

Leadership creates performance in people because it impacts willingness; it’s a matter of modeling, inspiring, and reinforcing.

Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.

When you don’t know what true for you, everyone else has unusual influence.

Let’s get right on top of the bottom line: You must live your personal values at work.

Why live my personal values at work? This is an excellent question to ask. If your attorneys are planning an insanity defense.

This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.

Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.

Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.

When you’re not on your own agenda, you’re prey to the agenda of others.

One of the greatest responsibilities of an organization’s leadership is to communicate with unwavering clarity the values on which the organization has been built.

Everything the business does should revolve around providing value to the target market.

Here’s what you need to know most about leadership: Lead your own life first. The only thing in this world that will dependably happen from the top down is the digging of your grave.

Even a single macro change – like an increase in the price of gasoline due to geo-political tensions – can have tremendous effects on a business’ ability to provide value to its customers.

A capability is a business’ ability to provide value to customers. A business can only deliver the value it is capable of delivering, and capabilities are key enablers of a business’ ability to exchange value with its target market.

Once the target market is identified, it’s really about putting the business in a position to provide superior value in the most efficient way to that target market thereby enabling the business to earn maximum profit in the exchange.

Western Civilization is in the crisis it is because we have sacrificed more profound values than the immediate and quantifiable consequences we tend to associate with the pursuit of our material interests. Among these are peace; liberty; respect for property, contracts, and the inviolability of the individual; truthfulness and the development of the mind; integrity; distrust of power; a sense of spirituality; and philosophically-principled behavior. But when our culture becomes driven by material concerns, these less tangible values recede in importance, and our thinking becomes dominated by the need to preserve the organizational forms that we see as having served our interests.

Your company is its own competition and can deliver itself debilitating blows the competition only dreams of.

The company may have captured their minds, their bodies and their pockets, but that doesn’t mean it’s captured their hearts.

Your dreams and the dreams of your company may be different, but they are in no way incompatible.

Providing the ultimate solution to work/life balance: not escaping from work but living the way you want to at work.

Your company really has to work for you before you’ll really work for your company.

Imagine a world where what you say synchs up, not sinks down.

Emotional commitment means unchecked, unvarnished devotion to the company and its success; any legendary organizational performance is the result of emotionally committed managers.

Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of them.

Most managers have plenty of emotional commitment to give to their jobs. If they can be convinced it’s safe and sensible to give it.

Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?

Do you think your people struggle with being true to themselves? Do their values match up with their work?

The heart of a company’s performance is hardwired to the hearts of its managers.

The high quality of a company’s customer experience rarely has anything to do with the high price of their product.

What managers want most from companies they stop themselves from getting. What companies want most from managers they stop them from giving.

To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.

Leaders are people who know exactly who they are. They know exactly where they want to go. They’re hell-bent on getting there.

Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.

Emotional commitment is a personal choice. Managers understand this even if their companies don’t.

A manager’s emotional commitment is worth more than their financial, intellectual and physical commitment combined.

If you’re not confused, you’re not paying attention.

The value of the end of your leadership is determined by the value that starts it.

If you really want to know what an organization or a team values, just study their culture.

Ensure that value is created for all stakeholders – customers, employees, partners, society, and investors – simultaneously

Trust that as you learn to learn about yourself, you’re developing skills that will catapult your leadership and make you invaluable to your organization and those you lead.

Leaders need to consider three types of hardwiring—Behaviors, Abilities, Motivations—that work together to describe the unique gifts, talents, and spin that you can bring to work.

Regardless of what people say they value or believe, what actually shows up in their behavior is the best indication of the true culture.

Be MORE guest-centric than customer-centric. People treat their guests better than customers. Think relational over Revenue

we are in one of those great historical periods that occur every 200 or 300 years when people don’t understand the world anymore, and the past is not sufficient to explain the future

What companies want most from their managers is what they most stop their managers from giving. What managers want most from their jobs is what they most stop themselves from getting.

A hybrid organizational structure can bring greater awareness of intricacies and systemic value of organizational systems, processes, people dynamics, technology, and resource allocation, etc.

Your hardwiring helps you discover your unique way of interacting with and making sense of the world. And it gives you perspective, an ability to see why other people seem to interpret work so differently.

Real growth comes only after the dark night of the soul, when they feel they don’t have what it takes and choose to persist, to reflect on themselves, learn from their mistakes, and struggle to apply what they’ve learned.

There is great wisdom in a business having a system in place for adapting its underlying assumptions and pivoting so that it can continue to survive and thrive in the new reality by reclaiming relevance and providing value to newly defined markets.

term Lean was coined by John Krafcik in a 1988 article based on his master’s thesis at MIT Sloan School of Management1 and then popularized in The Machine that Changed the World and Lean Thinking. Lean Thinking summarized Womack and Jones’s findings from studying how Toyota operates, an approach that was spearheaded by Taiichi Ohno, codified by Shigeo Shingo, and strongly influenced by the work of W. Edwards Deming, Joseph Juran, Henry Ford, and U.S. grocery stores. Lean Thinking framed Toyota’s

In Biblical times, there were two different kinds of currency. One was shekels, which means weights,. The other coin was a zuz, which comes from the earth’s circular movement and had nothing to do with the value of gold or silver. It had its own inherent value to it. The word “amen” was inscribed in the zuz, which is an acronym in Hebrew for the phrase “El Melech Neeman,” meaning “the sovereign is trustworthy” and is an organizational copy of the statement “In God We Trust” that is found on our U.S. money.

When it comes to busines...I mean your business. Always remember you are the leader of your businesnot the Manager. You are the inspiration of your organization, you are the core that moves your business forward..... and this is your added value as a business owner.

People are typically more comfortable talking with others in their own environment; being asked to come to a conference room to help a leadership-heavy team evaluate work flow can evoke understandable anxiety and make them feel like they are on a witness stand. It is much more effective to go to them.

Furthermore, theory that is based on the assumption that the participants coolly and “rationally” calculate their advantages according to a consistent value system forces us to think more thoroughly about the meaning of “irrationality.” Decision-makers are not simply distributed along a one-dimensional scale that stretches from complete rationality at one end to complete irrationality at the other. Rationality is a collection of attributes, and departures from complete rationality may be in many different directions. Irrationality can imply a disorderly and inconsistent value system, faulty calculation, an inability to receive messages or to communicate efficiently; it can imply random or haphazard influences in the reaching of decisions or the transmission of them, or in the receipt or conveyance of information; and it sometimes merely reflects the collective nature of a decision among individuals who do not have identical value systems and whose organizational arrangements and communication systems do not cause them to act like a single entity.

Since knowledge and ideas are an important part of cultural heritage, social interaction and business transactions, they retain a special value for many societies. Logically, if the associated electronically formatted information is valued, preventive and detective measures are necessary to ensure minimum organizational impact from an IPR security breach.

What exactly are values? Values are not your skills or knowledge but things that you acquired unconsciously since childhood. You may think that you can change yourself enough to cope with the demands of a career. Be careful because it’s much easier to acquire skills than to change values. Hence the importance of matching your values with the, organizational culture.

First and most important, our culture was a reflection of the man we served. Obama is at his core a really chill guy and I mean that in the most presidential way. He is a nice guy who expects his team to be nice to one another. This trait comes from how he was brought up. Obama may have been born in Hawaii, but he is “Midwestern Nice,” which comes from his grandparents and their Kansas roots. He engendered loyalty to him and our cause by being loyal to his team. There were many times in the campaign where people, including some of our top donors, wanted the lot of us fired and replaced by people with more “DC experience,” and every time, Obama stood by his team. We didn’t know if we were going to win or lose, but we were going to do it together. If the person at the top of any organization does not reflect the values you want in the culture of that organization, it won’t work.

In an organizational culture where respect and the dignity of individuals are held as the highest values, shame and blame don’t work as management styles. There is no leading by fear. Empathy is a valued asset, accountability is an expectation rather than an exception, and the primal human need for belonging is not used as leverage and social control. We can’t control the behavior of individuals; however, we can cultivate organizational cultures where behaviors are not tolerated and people are held accountable for protecting what matters most: human beings. We

Though I can’t be sure, I suspect that at some point about thirty years ago a cleverly sadistic and antibusiness consultant decided that the best way to really screw up companies was to convince them that what they needed was a convoluted, jargony, and all-encompassing declaration of intent. The more times those declarations used phrases like “world class,” “shareholder value,” and “adding value,” the better. And if companies would actually print those declarations and hang them in their lobbies and break rooms for public viewing, well, that would be a real coup.

There is a change underway, however. Our society used to be a ladder on which people generally climbed upward. More and more now we are going to a planetary structure, in which the great dominant lower middle class, the class that determines our prevailing values and organizational structures in education, government, and most of society, are providing recruits for the other groups — sideways, up, and even down, although the movement downward is relatively small. As the workers become increasingly petty bourgeois and as middle-class bureaucratic and organizational structures increasingly govern all aspects of our society, our society is increasingly taking on the characteristics of the lower middle class, although the poverty culture is also growing. The working class is not growing. Increasingly we are doing things with engineers sitting at consoles, rather than with workers screwing nuts on wheels. The workers are a diminishing, segment of society, contrary to Marx’s prediction that the proletariat would grow and grow. I have argued elsewhere that many people today are frustrated because we are surrounded by organizational structures and artifacts. Only the petty bourgeoisie can find security and emotional satisfaction in an organizational structure, and only a middle-class person can find them in artifacts, things that men have made, such as houses, yachts, and swimming pools. But human beings who are growing up crave sensation and experience. They want contact with other people, moment-to-moment, intimate contact. I’ve discovered, however, that the intimacy really isn’t there. Young people touch each other, often in an almost ritual way; they sleep together, eat together, have sex together. But I don’t see the intimacy. There is a lot of action, of course, but not so much more than in the old days, I believe, because now there is a great deal more talk than action. This group, the lower middle class, it seems to me, holds the key to the future. I think probably they will win out. If they do, they will resolutely defend our organizational structures and artifacts. They will cling to the automobile, for instance; they will not permit us to adopt more efficient methods of moving people around. They will defend the system very much as it is and, if necessary, they will use all the force they can command. Eventually they will stop dissent altogether, whether from the intellectuals, the religious, the poor, the people who run the foundations, the Ivy League colleges, all the rest. The colleges are already becoming bureaucratized, anyway. I can’t see the big universities or the foundations as a strong progressive force. The people who run Harvard and the Ford Foundation look more and more like lower-middle-class bureaucrats who pose no threat to the established order because they are prepared to do anything to defend the system.

Here’s what turns a successful hierarchy into one that impedes progress: when too many people begin, subconsciously, to equate their own value and that of others with where they fall in the pecking order. Thus, they focus their energies on managing upward while treating people beneath them on the organizational chart poorly. The people I have seen do this seem to be acting on animal instinct, unaware of what they are doing. This problem is not caused by hierarchy itself but by individual or cultural delusions associated with hierarchy, chiefly those that assign personal worth based on rank. By not thinking about how and why we value people, we can fall into this trap almost by default.

As the idea of culture has migrated from anthropology to organizational theory, so it has become highly instrumentalized and reified. It is another example of the hubris of managerialism, which claims to be able to analyse, predict and control the intangible, and with the result that it can bring about the opposite of what it intends. In other words, with the intention of ensuring that employees are more committed to their work and are more productive, repeated culture change programmes can have the effect of inducing cynicism or resistance in staff (McKinlay and Taylor, 1996). With an insistence that staff align their values with those of the organization, what may result is gaming strategies on the part of staff to cover over what they really think and feel (Jackall, 2009).

How necessary it is to keep realizing that idealism does not represent a superfluous expression of emotion, but that in truth it has been, is, and will be, the premise for what we designate as human culture, yes, that it alone created the concept of 'man' It is to this inner attitude that the Aryan owes his position in this world, and to it the world owes man; for it alone formed from pure spirit the creative force which, by a unique pairing of the brutal fist and the intellectual genius, created the monuments of human culture. Without his idealistic attitude all, even the most dazzling faculties of the intellect, would remain mere intellect as such outward appearance without inner value, and never creative force. But, since true idealism is nothing but the subordination of the interests and life of the individual to the community, and this in turn is the precondition for the creation of organizational forms of all kinds, it corresponds in its innermost depths to the ultimate will of Nature. It alone leads men to voluntary recognition of the privilege of force and strength, and thus makes them into a dust particle of that order which shapes and forms the whole universe. The purest idealism is unconsciously equivalent to the deepest knowledge.

When it comes to busines...I mean your business. Always remember you are the leader of your busines not the Manager. You are the inspiration of your organization, you are the core that moves your business forward..... and this is your added value as a business owner.

As Deming is commonly reported to have said, “If you can’t describe what you are doing as a process, you don’t know what you’re doing.

If synagogues would reconceptualize their venue as a third place, they would feel more like a welcoming home in all aspects of their operations.21 Reenvisioning the synagogue venue in this way is not a far stretch in imagination, as “home,” or bayit, precedes the three primary functions of synagogues (beit kenesset, beit midrash, beit tefillah). This shift in thinking can cause profound changes in how synagogues relate to people on an individual level, how they approach the diversity of today's Jewish community, and how they seek to relate to their broader environment. For example, in contrast to the above mission and vision statements, a synagogue that sees itself as third place might have the following mission and vision: The mission of Temple XX is to enable members and seekers to experience Judaism in a community that offers compelling meaning to today's big and small questions of life from a Jewish perspective. Temple XX broadens and deepens opportunities for all—young and old, Jewish and non-Jewish, religious and secular, learned and just learning, committed and seeking—to find and create a welcoming home. By realigning outdated organizational thinking with relevant frameworks for building Jewish community, Temple XX's initiatives reach out to those beyond the core synagogue community. A synagogue that reenvisions itself as a third place might have a vision statement that reads: Our synagogue aspires to become a place of relevance, where people will want to experience the joy of community and be inspired by enduring Jewish values. Between a hectic home life and a pressured work environment, our synagogue will be the Jewish place where people renew their minds and spirits and create rewarding Jewish connections.

Network analysis can be focused, they argue, on three separate regions of commerce: organizational network analysis, value network analysis, and influence analysis, which map loosely to internal, vendor, and consumer populations.

He developed a vision and a strategy based on identified value and communicating it using simple, easy-to-understand terminology.