We work with organisations to define and embed their organisational values, behavioural frameworks and competencies. Values define what an organisation stands for, and exists to achieve. They provide clarity on the behaviours that are valued and those which aren’t. When they are shared among, and owned by all employees, they create a powerful sense of connection, essential for high performance.
When employee engagement breaks down, collaboration, focus and energy towards your goals can suffer.
We support organisations to create values-based, high-performance cultures in three ways:
- Defining and Creating Connection to Organisational Values
- Behavioural Frameworks
- Competency Frameworks
Defining and Creating Connection to Organisational Values
Organisational values define what a company stands for and exists to do. When they are shared and owned by all employees they create a powerful sense of connection, essential for high performance. When this engagement breaks down, collaboration, focus and energy towards goals suffer. Here at Engage Leadership, we partner with HR and OD professionals and executive teams to develop values that are meaningful for people working in their organisations.
We want values to be lived and talked about, as a driver of people-centred, high-performance cultures. Our frameworks help organisations to do that, so values don’t just exist on plaques on office walls and inside corporate brochures but represent the everyday approach to work across all teams.
Behavioural Frameworks
Values can create clarity on behaviours that are valued and those which aren’t. We work with organisations to create behavioural frameworks that help people understand how they can live the values, how they can role model these for their team members.
They also define which behaviours are misaligned and can help people understand what is expected and understand the feedback they receive from managers in terms of values and behaviour.
Competency Frameworks
Competencies describe the skills, behaviours and attitudes required for different roles in an organisation. They link directly to the values as they describe what people are required to do and how they do it.
The framework includes details such as how managers and talent management specialists can assess performance in line with competencies. They set out approaches to developing competencies for current or future roles. They also provide detail on these differ at the various levels within an organisation.
Got a question for us? Get in touch
We’d love to hear from you if you have a question, need some guidance in booking one of our courses or are looking for a bespoke package, tailored to your organisation. We’ll also share a copy of our Transformational Leadership toolkit.
