Shift happens. Priorities change, funding is reallocated, and the project you’re leading is cancelled. Sometimes a change is so challenging, it feels like an obstacle to your career trajectory. People get confused and don’t know what to expect when priorities are shifting. They also don’t know where to focus. If you are uncertain about what’s next, what is important, and what adds value, your team feels uncertain, too. People need to know what leadership values they can expect from their organization and from you.
The key to being resilient and helping your team bounce back may surprise you. Focusing on your leadership values will help you find the ground under your feet and be recognized as the leader you are. You and your team will move forward again with clarity on what is valued and seen as important.
There is a 3-step process to create alignment. See below.
1) Check your leadership values. As a leader, people are watching you.
Below is a list of adjectives representing common workplace values. Circle the 5 values that you truly value most. Be sure these are what you really value and not what you say you value or what your boss wants you to value. Feel free to add other workplace values to the list.
- Accountable
- Efficient
- Collaborative Good listening
- Creative Innovative
- Decisive Inspirational
- Dependable
- Determined
- Direct
- Knowledgeable
- Loyal
2) Circle the 5 leadership values you think your staff and/or colleagues believe are most important to you.
This is based on their experience with you. Are there any discrepancies? People feel when someone in a position of leadership is not real with them. These are important for you to notice and correct.
3) Circle the 5 leadership values you think that your company or organization values most.
What are the differences between your company’s or organization’s stated values and your experience of what the company or organization values?
By completing this simple exercise in values and alignment, you have accomplished two important steps to getting recognition for your leadership. Your staff and colleagues will trust you as a leader if you are real with them. Others will identify with and follow a leader they trust. You set you and your team up to meet goals that are viewed as valuable by knowing what your company or organization actually values.
Read more content about leadership skills by clicking here.