A look into the future – The zeitgeist of values
Another important point is that a company moves with the times. Never before have so many people been sent to the home office, albeit involuntarily. Of course, this can create major challenges if the company was not yet ready for them. But if flexibility and independence have been built in from the start, teams and bosses can adapt more easily to such unpredictable factors as a global pandemic. What’s more, there may even be the potential to prioritize new values and learn more about oneself and one’s own organization.
From idea to action: value categories
But how do companies manage to find and define their values? On the basis of these three points, the company’s own value DNA can be crystallized:
- In the beginning was a value
Which values were already associated with the company’s vision of the future from the very beginning? Discipline, open-mindedness, passion? What hurdles did the company encounter in its history and what helped to overcome them? Perseverance, commitment, reliability? And what values particularly distinguish the institution? Authenticity, humor, transparency?
2. Change through growth
A conversation with colleagues quickly reveals what is important to them, both professionally and privately. Is it independence, fairness and loyalty? What principles are important in teamwork? Recognition, reliability and helpfulness? And what qualities are not important for the team? Control and precision?
3. To the horizon and much further
The well-known question of where you see yourself in five years is one that companies should also ask themselves again and again. In doing so, they can also adapt to the needs and circumstances of their employees and listen to them. What does the desired workplace look like for the team? Are flexibility, freedom and trust important for this? And how can a managing director put this into practice? A look at colleagues in other companies can also be inspiring for one’s own vision of the future.