How do you encourage others in your organization to communicate the “core values”?

COL Mikel J. Burroughs — Wed, 20 Apr 2016 11:40:32 -0400

How do you as a leader or individual encourage others on your team to communicate "core values" and live by those "core values" during every assignment and task they are presented with?

How important is this for your organization's mission accomplishment or strategic goals?

Is this missing from your organization and members?

Give some examples of what you do to encourage?

Response by LTC Stephen F. made Apr 20 at 2016 11:42 AM

LTC Stephen F. — Wed, 20 Apr 2016 11:42:25 -0400

Building trust is difficult but essential COL Mikel J. Burroughs.
People trust those who are trustworthy. Being appropriately transparent with the members of your organization or team and following through on what you say you will do for the organization and the team members will go a long way. Own up to your mistakes. When possible praise others for accomplishments even when you initiated the ideas.
As you live out the core values you espouse to those who work for and with you, it will be much easier for the organization members to follow suit.

Response by MSgt Private RallyPoint Member made Apr 20 at 2016 11:55 AM

MSgt Private RallyPoint Member — Wed, 20 Apr 2016 11:55:05 -0400

I use a hammer and take out the biggest person. We use Prison Rules where I work.

Actually, I encourage others through personal actions.

Response by MSG Private RallyPoint Member made Apr 20 at 2016 12:20 PM

MSG Private RallyPoint Member — Wed, 20 Apr 2016 12:20:47 -0400

personally i violated the core values when i got busted for dui, put in my retirement packet, but while waiting for it, i usesed my experience to train and educate my sms to the problem of drinking and driving, pushed for unit activities that had no alc, had i not had this violation i would still be in and maybe a csm, so now i use this tool to try and educate those that are still active

Response by CPT Joseph K Murdock made Apr 20 at 2016 2:00 PM

CPT Joseph K Murdock — Wed, 20 Apr 2016 14:00:37 -0400

I put the onus on the NCOs to be leaders and to mentor and police lower NCOs. They were in charge of the soldiers personally, tactically, and technically.

Response by CPT Private RallyPoint Member made Apr 20 at 2016 2:42 PM

CPT Private RallyPoint Member — Wed, 20 Apr 2016 14:42:15 -0400

COL Mikel J. Burroughs These are the things that give an organization soul or inhibit it from developing one as the case may be. Core values and clear operational objectives set the springboard from which members can be successful thereby making the organization successful

If we look at enduring organizations such as Johnson and Johnson or Hewlett Packard, we will find that they started without a vision statement. The did however have their own core values and a drive for success. For example 3M has created an atmosphere that sponsors innovationThey usually began with a set of strong personal core values and a relentless drive for progress. Importantly they had the ability to translate these into concrete structures.
As an example 3M allows it's personnel to spend time working on whatever interests them, leading to greater innovation and expansion in product ideas. They encourage their employees to be innovators and to think independently, become managers and work independently. Interestingly 3M does not have a values statement.

Leaders of successful organizations encourage self reliance and independent work. They achieve this by providing defining the organization objectives. Which provides their members a platform from which to build. Successful organizations align themselves with values that encourage participation.

Response by SSgt Private RallyPoint Member made Apr 20 at 2016 6:57 PM

SSgt Private RallyPoint Member — Wed, 20 Apr 2016 18:57:19 -0400

Goals are the number one objective, but personal understanding and repoire with troops ensure trust. That trust is built in a number of ways. You can be sharp in dress, be nice and available. Instruct by example. When I was an observer, I was always getting involved with new education. For me, it was doing closed-circuit for SAC alert aircraft, toxic corridors, Upper Air Soundings, recorded weather broadcasts and Mercurial Barometer Calilbration. The tasks above were the purview of forecasters. They became Standard Operating Procedures for Observers there on. Always be cognizant of the mental state of your people working for you.

One on my trainees, went on to be the Observer of the Year for the entire Air Weather Service. Lead by example and pay attention to people. COL Mikel J. Burroughs

Response by SFC Craig Dalen made Apr 21 at 2016 10:33 AM

SFC Craig Dalen — Thu, 21 Apr 2016 10:33:30 -0400

I use positive reinforcement and lead by example.

Response by MSG Private RallyPoint Member made Apr 21 at 2016 12:36 PM

MSG Private RallyPoint Member — Thu, 21 Apr 2016 12:36:51 -0400

I have always said a unit takes on their First Sergeants personality. If that individual exhibits good core values the entire unit will. If they see back door shenanigans it will propagate and spread no matter what is publically decreed by leaders.

So I suppose I am saying lead by example and avoid hypocrisy as much as humanly possible.

Response by SSG Leonard J W. made May 22 at 2016 11:36 AM

SSG Leonard J W. — Sun, 22 May 2016 11:36:31 -0400

COL Mikel J. Burroughs, this is a great discussion, sir! My feedback is similar to the posts of others. The best leaders learn, embody, and exemplify the values of the organization. This should flow from the top of the organization in theory, but we all know that it isn't always as it should be.