![]() People’s actions reflect the values because values drive behaviour. So, how can you ensure the values are lived within your company or team?īuilding the values into people’s performance reviews is helpful but how will they know what good looks like? Our new approach led to Rosie changing her behaviour within days and by the time she was 12 weeks old she was calmer and rarely nipped. In the same way that telling Rosie what to do and not to do changed nothing – simply broadcasting the values doesn’t necessarily lead to action. ![]() So, why would we think that sharing the values with people at a Town Hall or conference and promoting them with internal messaging would be sufficient to build culture? We’re all like Rosie in that we do things that reward us and avoid or drop things that are either painful or unrewarding.Įvery leader knows the importance of encouraging people to behave in particular ways by acknowledging them when they do so – otherwise how will they know what you expect? When Rosie did what was asked of her, Liz would say “now, pay her,” and we’d reward Rosie with treats. Liz advised us to reward Rosie’s good behaviour and quickly redirect Rosie’s attention when she was doing things we wanted to discourage. Whatever behaviours we shone light on expanded. Whether we were praising Rosie for eating her food and peeing outside or saying no to her for mouthing at the tassels on a throw or nipping our hands, it was all attention. Firstly, she pointed out how the attention we were giving Rosie for whatever she was doing encouraged her do more of that activity. We hired Liz, a puppy trainer to help us calm Rosie down and stop her nipping. Rosie thought our reactions where part of the game and her nipping continued. So, we feigned upset but, it didn’t work. After all, that’s how puppies learn from their siblings. Besides, we wanted to make sure she knew better as she grew older.Ī trick people often suggest is pulling your hand away quickly, pretending to cry and squealing ouch so that your puppy realises she’s hurt you and learns to be gentle. Rosie’s behaviour was a problem because her tiny puppy teeth were needle sharp and when she nipped us, it hurt. However, at ten-weeks-old she loved to play-bite with us in exactly the same way she’d been doing with her Mum and siblings. Why are the values not being lived and what can you do about it? Yet, despite defining and communicating a clear set of values, people’s actions often fail to reflect them. ![]() When setting culture, most companies identify a handful of values aligned with their strategy, communicate them around the organisation and build them into performance reviews. Shining a light on people’s actions when they reflect the desired culture does. Cleverly crafted memes shared at Town Hall style meetings and posters on the wall don’t build culture. Company culture is built upon the stories people tell about it.
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