• Posted 15/04/2019 3:55am


It should be seen as no surprise that Australian Rugby are looking at terminating Israel Folau’s employment at the earliest opportunity. Nor should you be, to see a comparison between the values of a sports organisation and any other business.

If anything, a high profile case such as this should lead to every business, no matter its size, to evaluate what they stand for and aligning those values to everyone involved.

Let’s say you have a new team member, John, who has been working with your team for several weeks now, and you're wondering if you made a mistake in hiring him.

His workplace values are very different from those of your team, and from the values of your organisation as a whole.

Your core team members care passionately about doing work that helps others. They value teamwork, and they're always willing to pitch in or stay late if someone is behind on an important deadline. This has led to a culture of trust, friendliness, and mutual respect within the team.

John, on the other hand, wants to accelerate his career. He's ambitious and ruthless, and he wants to focus on projects that will either build his expert status or catch the eye of other companies. The problem is that his core career values clash with the core values of your team. This divide is causing infighting and bad feeling within the group.

We all have our own workplace values. And, while you can't always make sure that each person's values are perfectly aligned, you can try to hire people who fit.

Your workplace values are the guiding principles that are most important to you about the way that you work. You use these deeply held principles to choose between right and wrong ways of working, and they help you make important decisions and career choices.

Some (possibly conflicting) examples of workplace values include:

  • Being accountable
  • Making a difference
  • Focusing on detail
  • Delivering quality
  • Being completely honest
  • Keeping promises
  • Being reliable
  • Being positive
  • Meeting deadlines
  • Helping others
  • Being a great team member
  • Respecting company policy and rules, and respecting others
  • Showing tolerance

Your organisation's workplace values set the tone for your company's culture, and they identify what your organisation, as a whole, cares about. It's important that your people's values align with these.

When this happens, people understand one another, everyone does the right things for the right reasons, and this common purpose and understanding helps people build great working relationships. Values alignment helps the organisation as a whole to achieve its core mission.

When values are out of alignment, people work towards different goals, with different intentions, and with different outcomes. This can damage work relationships, productivity, job satisfaction, and creative potential.

The most important thing that you need to do when interviewing someone is understand his or her workplace values. After all, you can train people to cover skills gaps, and you can help people gain experience. But it's really hard to get people to change their values; and they will be "problem workers" until they do.

There’s a quiet revolution happening across Britain’s workforce, but it’s not about pay, hours or contracts. It’s something completely different, and led by the nation’s young, politically engaged job seekers who demand employers enshrine values and ethics in their business model, not just profit.

According to research, almost half the workforce (42%) now want to work for an organisation that has a positive impact on the world. A survey of more than 2,000 people in the UK found 44% thought meaningful work that helped others was more important than a high salary and 36% would work harder if their company benefitted society.

The change, it would appear, is being driven by the so-called millennials. Of those born between 1981 and 1996, 62% want to work for a company that makes a positive impact, half prefer purposeful work to a high salary, and 53% would work harder if they were making a difference to others.

This has serious ramifications for employers. Ignoring the mood of the next generation means closing yourself off to two thirds of the young talent pool. It’s not surprising therefore that companies big and small are eager to trumpet their values and ethical policies.

It is important for this work to be done independently so that team members feel free to voice their concerns or what is important to them, and to use people who know how to run such important workshops.

The great news is that it’s not as difficult as you might think. A thriving organisational culture is just a click away.

We have spent years working with organisations and teams, assisting in creating a culture of success and your business could be next.

We will assist you in developing your own journey of success. The best part is that we are employee centred and we will get everyone in your organisation heading in the same direction.

Book in for a complimentary consult with us.

It is too late for Israel Folau and his organisation, but not for you. Free up your time to see what you do best, book today by contacting us here.

09 Oct


All businesses have weaknesses as well as strengths. If you want to sustain and grow your business, it’s vital to address these issues before they threaten your chances of long-term success.

16 Oct


I was very fortunate to travel the world coaching the men’s and women’s Japanese teams. I took them to tournaments in Dubai, Botswana, Australia, Singapore, Vanuatu and Samoa.

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