We will share. ChildNet. The importance of having and following core values

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1 Christine Butler, ChildNet Kitty Holt, Plan International USA October 7, 2015 We will share The importance of having and following core values How two organizations implemented core values (on a budget!), from development to roll out, and lessons learned along the way Sustaining core values after roll out 2 ChildNet Who we are Who we serve Why we serve How we serve 3 1

2 Plan International USA Who we are Who we serve Why we serve How we serve 4 We will share The importance of having and following core values How two organizations implemented core values (on a budget!), from development to roll out, and lessons learned along the way Sustaining core values after roll out 5 What are core values? 6 2

3 What are core values? Guiding principles which help define culture, guide behaviors, and facilitate decision making Should be known and followed Should be easy to memorize 7 Importance of having* core values 1. Differentiation 2. Higher operating margin 3. Policies can t cover every issue 4. Organizational sentencing guidelines 5. Reduce risks 6. People look to boss peers moral code 7. Employees impacted by what leaders pay attention to, recognize, and reward 8. Less turnover if agreement 9. Fare better during time of crises * and following Sources: All In, Adrian Gostick and Chester Elton; How Employee Engagement Drives Growth, Susan Sorensen, Gallup We will share The importance of having and following core values How two organizations implemented core values (on a budget!), from development to roll out, and lessons learned along the way Sustaining core values after roll out 9 3

4 Starting the Process at ChildNet Educating leadership on core values Purpose Core values v. aspirational, permission to play, and accidental values Current existence of core values Value of core values Dynamic nature 10 Phase I The Development Team Select team individuals we want to replicate Board to line staff; vertical to horizontal diversity Stakeholder(s) Facilitator Environment for process Framework/charter Strength based Guide employees Set expectations of stakeholders/clients Identify if prospective employee is a good fit How many values range 11 Brainstorm Facilitator SWOT Phase II Recognition of who we are NOW Awareness of messages that need to be shared Aids for later process of shaping other values Core values Questions What is your company about? What are the unique aspects of your company? Individual drafting Round Robin sharing 12 4

5 Phase III Grouping All ideas are reviewed and grouped Single scribe Discussion/synthesis of each into single value Prioritizing Vetting Examples: Do our best employees have these values? Have our worst employees not had these values? Will we hire/fire based on these values? Are these the values for which we should be/want to be known? Will we hold these values as non negotiable? 13 Our core values ChildNet is an advocacy agency dedicated to the best interests of the children we serve; The best interests of the children encompass safety, permanency and the opportunity to reach full developmental potential; ChildNet uses family centered, strength based, needs driven approach to promote appropriate services for the children and their caregivers; Services to the birth family will be a fundamental part of the process of promoting the child s best interest, but the child s best interest will always be paramount; Field staff and their immediate supervisors are the backbone of ChildNet and ChildNet will support them in pursuing their duties in an assertive and proactive fashion; ChildNet recognizes that foster and adoptive parents are an essential and invaluable part of the system of care and will provide them with comprehensive support services; The service provider network is essential to the well being of the children ChildNet serve and will be fair and honest partners in all of our dealings with them; Informed public opinion and support is the key to establishing and maintaining a sound child welfare system; ChildNet will operate openly and actively seek public participation and support; ChildNet will use proven best practices and available resources efficiently, but will neither undertake nor continue any task unless we have the resources to provide it on a best practice basis and at a superior level of performance; ChildNet will be judged by the outcomes achieved by the children we serve and will invite the participation of, and will fully cooperate with competent, independent, third party evaluators. 14 Developing core values at Plan 15 month process Staff led, with ET endorsement, cross team participation Highlights of process included: staff survey team member experience Core Values team research of other organization s values and development process narrowing down definitions staff survey top values chosen (AsPIRE) focus groups held to determine what value looked like in action and how Plan can help to support the value development of roll out plan roll out 15 5

6 Rolling out core values at Plan Rolled out the five core values over two days, started and ended with CEO discussing the importance of values For each value, defined it and described what it looked like in action Gave copies of core values matrix, respect poster, ethics decision tree, t shirts upon taking survey, core values pen, and magnet. Participants included Core Values team, CEO, and other staff; all sessions were done by videoconferencing with both of our offices 16 Rolling out core values at Plan Core Value Accountability Passion How roll out was implemented CEO presentation Five employees talked about why they are passionate about the organization Integrity Respect Walked through ethics decision tree, gave two examples for staff to talk through in small groups. Take Moral DNA test, get t shirt A few employees talked about what respect looked like to them. Developed respect poster Excellence Small groups where employees came up with a time they saw something excellent, then came up with a bumper sticker or slogan All core values Five teams acted out skits about the core values; employees had to guess which core values were being acted out. 17 Core Values Matrix 18 6

7 Core Values Matrix, cont. 19 Key structures to support core values Incorporated into Annual Performance Reviews Incorporated into job descriptions Informal discussions; occasional CEO lunches Transparency through IATI Monthly learning events Shout outs Open door policy Hotline Health and wellness Adherence to policies Contributing to organization to better understand work Strategic plan Staff training 20 Respect poster 21 7

8 Ethics decision tree 22 We will share The importance of having and following core values How two organizations implemented core values (on a budget!), from development to roll out, and lessons learned along the way Sustaining core values after roll out 23 Hiring/SOE On boarding Training Living It at ChildNet Meetings Agenda Item; Story of the Week Performance Appraisals Merit/Recognition Peer direct, indirect; Public Monetary 24 8

9 Living It at ChildNet (cont.) Standards of Excellence (enhanced Code of Ethics/Conduct) Policies and Procedures Fundraising Website Design BOD Topical Calendar Vetting Concurrent with Strategic Plan cycle 25 Living it at Plan Core values added to job descriptions Orientation to core values Shout outs at all staff meetings around core values Monthly updating of intranet Performance reviews Revised code of ethics and conduct Awareness of core values added to annual compliance survey; action taken based on results 26 Questions? 27 9

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