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 Values
“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.
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.