In my answer to Michael’s previous question, I emphasized the formal ways in which we communicate our values at Thomas Nelson. I talked about hiring practices, new employee orientation, rewards and recognition, and annual reviews. All of these are important, but, as I suggested at the end of the post, they are probably not the most important.
Archive for Core Ideology
“How do you or other leaders in your organization communicate the ‘core values’?” Unless values become behaviors, you only have a set of platitudes. Unfortunately, these platitudes will ultimately create cynicism when smart people realize that your behavior doesn’t line up with your words. At Thomas Nelson we rely on six methods to communicate our values.
At Thomas Nelson, our core ideology is comprised of four key elements. These are distinguishable but inseparable. It’s a little bit like talking about an orange. You can distinguish its shape, its color, its size, and its smell and taste. However, you can’t do away with any of these attributes and still have an orange. So it is with your organization’s core ideology.
At Thomas Nelson, we often refer to ourselves as “a Christian content company.” However, we understand our identity as a Christian content provider in a very different way than most of our competitors. Like them, we want all of our messages to be delivered from the perspective of a Christian worldview. This is the foundation of our content program. However, unlike many of them, our communicators are free to explore any subject they wish.
For some time, the Executive Leadership Team of Thomas Nelson has wanted to compile our corporate philosophy into a small book. This post marks the beginning of that process.