TABLE OF CONTENTS Values management is the process by which an organization actively measures, monitors and responds to its causal indicators of performance in such a way that it adjusts its culture and way of being to sustain high performance (outputs) and meet its objectives (outcomes).
As we discussed in Chapter 9, there are three types of performance indicators causal, output, and outcome indicators. The causal indicators are used to monitor the internal health of the organization by focusing on the energetic drivers of human performance the values and behaviors of the executive and employee populations. They are called causal because they measure the motivations that drive the actions and behaviors of individuals and of the organization. All actions and behaviors are driven by internal motivations, and all internal motivations are driven by beliefs and values. As we have already discussed, to continually sustain high performance, four conditions must be met:
Personal alignment: The alignment of an individual s values and beliefs with their actions and behaviors.
Values alignment: The alignment of an individual s values with the group s values.
Mission alignment: The alignment of an individual s sense of purpose, mission or drivers with the group s stated purpose or mission.
Structural alignment: The alignment of a group s values and beliefs with their actions and behaviors as codified in the collective rules, laws, and processes of governance.
The process of values management enables us to measure the degree to which the four conditions are being met and how close they are to prime. Prime represents the...
