Managing By Values
Managing By Values is a template for an organization desiring to improve the overall attitude and efficiency of its employees for the benefit of its clients. It states that people, as well as organizations, are part of three basic Acts of Life: achieving (to want to be something), connecting (relationships), and integrating (bringing achieving and connecting together). The purpose of the Managing By Values template is to demonstrate how company's can define or redefine its own purpose and values and then put them into daily actions in ways that are truly meaningful to themselves and the people, principles, and commitments it cherishes the most. The organization must be built upon four main pillars known as the acronym, CEOS. Each pillar represents a certain group of people to whom the company has a key responsibility. The 'C' stands for 'Customers.' You have to treat customers in such a way that they become raving fans of your service. The 'E' stands for 'Employees.' In this environment, employees begin to think like company owners. Employees are motivated knowing that the organization's goals are working in their best interest. The letter 'O' stands for 'Owners' or company's stockholders. The most requi
The second phase of Managing By Values is Communication. ' It involves clarifying the key concerns, establishing the goal statement, and identifying the key requirements, such as recognizing what key stakeholders are affected and what are the organization's expectations. The process for clarifying values includes seven steps: (1) get the owner's approval of the Managing By Values process, (2) the CEO provides his/her own input about the values, (3) the management team provides input without the CEO, (4) the CEO and top management team share and compare, (5) the employees focus groups provide input, (6) check with customers and significant others, and (7) synthesize all inputs and present recommended mission/values to the board of directors/owners for a final approval. " The purpose of the aligning phase is to have a mechanism that uses conflict to get people realigned with the company's values and with their own. In addition, the basis of Managing By Values is having your priorities straight by determining that "the most important thing in life is to decide what's most important. " This is done by having a process for making sure the organization's values are sound and lasting by aligning both the strategic decisions and day-to-day actions with these values. If the situation needs minimal aligning, then a Gap Alignment Action Plan (GAAP) can be used. Phase one of the POPS process is 'definition. The most important aspect of phase one is commitment from everyone, especially the owners/leaders. The operating values are defined by each of the four pillars, CEOS. ' This includes developing an action plan that will make the solution work, establishing a measurement plan to know if the plan is working, and follow up results so it will be known if the solution worked and what could have been done differently to get better results. In this phase, the operating values and mission statement are determined, as well as a guide for putting them into daily actions on the job. This includes the community, creditors, suppliers, vendors, distributors, and even respected competitors. Phase two of the POPS process is 'search for solutions.
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