Your team’s actions clash with core values. How do you handle the conflict?
Inconsistencies between your team's actions and core values can erode trust and undermine morale. To effectively realign your team, consider these strategies:
- Open a dialogue: Initiate a conversation to understand the reasons behind the actions and address any misunderstandings.
- Reiterate core values: Clearly communicate the importance of these values and how they guide decisions and behaviors.
- Set an example: Demonstrate the desired behaviors yourself, showing the team what alignment with core values looks like in practice.
How do you handle conflicts between actions and core values in your team?
Your team’s actions clash with core values. How do you handle the conflict?
Inconsistencies between your team's actions and core values can erode trust and undermine morale. To effectively realign your team, consider these strategies:
- Open a dialogue: Initiate a conversation to understand the reasons behind the actions and address any misunderstandings.
- Reiterate core values: Clearly communicate the importance of these values and how they guide decisions and behaviors.
- Set an example: Demonstrate the desired behaviors yourself, showing the team what alignment with core values looks like in practice.
How do you handle conflicts between actions and core values in your team?
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Have a candid conversation to understand the disconnect. Revisit the core values together, discuss their importance, and align team goals with those values. Encourage accountability and create a plan for realignment.
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Spot the Conflict: Which core values are clashing here—company values, team values, or both? Are the company’s values truly lived, or just aspirational? Check Alignment: Your own core values likely haven’t shifted. People don’t stray from their values; they may just prioritize one over another in certain situations. Get to the Source: This clash didn’t appear out of nowhere. Open a conversation about core values and ask where they see misalignment. Sometimes, people feel the company says one thing but does another. Identify the Gap: What was the gap, and why did the team feel their actions aligned with the right choice? This isn’t about a single individual; it’s a team dynamic at play.
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