Three-dimensional value systems

Posted by mikeberry | Agile Executives,Leadership,SDLC Management,Software Quality Management | Wednesday 2 January 2008 12:43 pm

What is a value system?

As of late, corporations have discovered that mission-statements are only somewhat helpful in providing direction to a company.  Being strategic in nature, they don’t provide enough detail to govern tactical decisions made by the corporate employees on a daily basis.

To answer this need, value-statements, and value-systems have come into vogue.  Many companies have value-statements to underscore their mission statements.

Just as some mission statements are more effective than others, some value-systems are more effective than others.

The simple approach to establishing corporate, department, or team values is to get everyone together in a room and have them suggest values the team should adopt.  Voting happens, and the group committs to their agree-upon values.

After one of these sessions, the group might come up with a list like:

  • respect
  • trust
  • excellance
  • high performance

This list is a start, but only representative of a one-dimentional value system.  These values, by themselves, realy don’t project any context or weight.

A more effective approach would be a two-dimensional value system.  A two dimensional value-system provides a greater context fabric.  For example, you could say your group values:

  • respect over cynicism
  • trust over hope
  • excellence over heroics
  • high-performance over sub-optimization

These comparison value statements proved direction and context.  This represents a two-dimensional value system, and is more effective that a simple list of values.

A three-dimensional value system is a prioritized list of these comparison statements.  For example, you could say your group values these statements in this order:

  1. trust over hope
  2. excellence over heroics
  3. high-performance over sub-optimization
  4. respect over cynicism

This list shows that trust is the highest factor in inter-departmental dynamics.  It shows that excellence is more important than high-performance (so no cutting corners!), and that the group values trust, excellence, and high-performance more than respect.

Every group will have their own values and differences in priorioties, but putting a three-dimensional value-system in place with your team is a great step forward in building functional team cohesion.

Once in place, a reward-systems can be built around your value system to promote it’s effectivness.

Mike J Berry
www.RedRockResearch.com

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