Don't even try. It's not your business to change other peoples' values. The organisation offers a blend of culture, purpose and vision which employees can accept or not. Just make sure that if they choose not to, they don't hang around for too long.

As a leader you must: 1- Demonstrate the organization's values in your actions & decisions. 2-Be the living example for setting the tone for how values translate into behavior. Also, encourage Open Dialogue by creating a safe space for team members to express their perspectives. And facilitate discussions that explore how individual values align with the organization’s mission. Address conflicts constructively, focusing on shared goals and collaboration. Communicate the Organizational Values: -Regularly reinforce the organization's values through team meetings, feedback sessions, and daily interactions. -Highlight examples of how these values drive success & impact. -Use Air model to identify team Dysfunction building on Values alignment.

I was actually just working with a team that was experiencing just that- a no win situation that called for a very difficult decision to be made. Some of the impasses were the fact that some people had some very clear boundaries around values they hold. We allowed every person to speak their truth around the feelings they have and then we went back to the values that they had developed together as a team. The work was then to see how their personal values and team values could co-exist. We looked at 2 possible options and gave people over night to reflect. In the morning when we reconvened they were able to land on a decision that everyone could live with. Deep dialogue, listening and aligning personal to team values brought a solution.

I believe that senior leaders play a crucial role in mediating conflicts arising from differing values within a team. They should encourage empathy to foster understanding among team members, helping them appreciate diverse perspectives. Allow different voices to be heard, and orchestrate decision making so all members focus on a common goal when they leave a meeting. More communication about the company's purpose and shared goals helps to create a cohesive environment where everyone feels valued and motivated to contribute.

Aligning team members with conflicting values demands a no-nonsense approach. Clearly define the organization's culture as non-negotiable, emphasizing its core values. Hold everyone accountable with transparent expectations, mandatory team-building sessions, and swift corrective actions for resistance. Reinforce alignment through rewards for compliance and address conflicts decisively—there’s no room for individual agendas over the collective mission.

Values anchor company culture & behavior. They shape decisions & interactions, serving as the compass for decision-making & daily operations. Values are the DNA of corporate identity. Leaders must ensure alignment between personal & organizational values; when individual values clash with company values, tension arises, leading to discord. Allowing people who are not aligned with the company values on the team will cause significant issues. They might act 'right' for a moment but will, like a rubber band, return to the wrong behaviour. Workshops are a waste of time & money. Leaders must have the courage to make difficult decisions. Don't try to teach a dog to climb trees and a bird to bark. It annoys the animals.

Aligning team values starts with clear communication of your organization’s mission and values, ensuring everyone understands the shared vision. Foster open dialogue to explore differences and identify common ground. Lead by example by embodying the values you want to see, reinforcing their importance through actions. Regular team-building activities and recognition of value-driven behavior can further strengthen alignment.

Aligning a team with conflicting values is all about understanding their strengths & finding common ground. Once had a team where one person focused on speed while another focused on every little detail. They often clashed & it slowed us down. Instead of choosing sides, I brought them together for a chat to understand their perspectives. Then tied their strengths back to our organization’s culture of teamwork & excellence. We figured out a way to balance speed & accuracy;meeting deadlines without losing quality. It’s not about making everyone think same way but about showing them how their unique approaches work together for a shared goal. Once they saw how their differences added value things started to click & team felt more aligned.

First and foremost, as a leader, embody and demonstrate the company values consistently. This establishes credibility and sets the standard for alignment. #WalkTheTalk. When team members hold differing values, create a respectful space for dialogue, listen actively, and emphasize the company’s shared values as the unifying guide.