How Much Value Do You Place on Values?
It has been a crazy few years. Many of us are grateful to have survived a global crisis, yet a general sense of disorientation and poor balance remains.
People are exhausted, sensitive, and more reactive. Many behave in ways that are incongruent with “who they are.” We are more impatient, expect more than we are willing to give, and tolerance levels are low. It’s not a secret that we have been significantly altered – we have been challenged to the core of our existence. The need to survive has a way of distorting our values as we adapt to endure. For example, we have all read and watched individuals being stranded in remote places doing ANYTHING to survive, including resorting to cannibalism. Once rescued, they must revert to a value system that will allow them to socially reconnect – to be in harmony with others and the law.
Core values are a system of beliefs that helps us distinguish between right and wrong. When we make decisions based on our central values, our values can serve as a steady compass to guide us toward a purposeful future. Organizational values underpin all activities and strategies that move the company toward its goals and objectives.
Dependability, loyalty, honesty, kindness, commitment, consistency, and efficiency are some words that capture values. When personal and company values interact and align, it brings about ease and harmony that benefits both the employee and the company. These mutually beneficial values inform decision-making, serve as an anchor in crisis, and assist us in finding our balance in topsy-turvy times.
If you feel agitated or feel like you have lost your equilibrium, if you feel disconnected as an employee or angry in your service, then I would encourage you to take inventory of your core values and that of the company you work for. See how misaligned you are and make adjustments to engage your compass. If you feel that the company is in breach of its values, then find a way to respectfully bring this to the attention of your supervisor, manager, or boss. If you bring your concerns forward with anger because of resentment and judgment, you will likely not get a favorable response to regain balance for you and your team. Structure a respectful approach using “care and accountability” to address this dissonance. It will create traction to “release and rebalance” and provide the opportunity for growth and progress of employees and the company alike.
