Starting Over

Much has been written about the sexual abuse scandal involving the football program from Penn State and his former defensive coordinator, not much doubt continue to be written as more details are revealed, and we are all trying to come to After what happened that should have happened and what was so horribly wrong. These findings and subsequent introspection that will surely follow, one thing seems pretty obvious - Penn State clearly needs to start, as they work to build a much stronger foundation for moral and ethical standards. So how does an organization to do - be it a sports team, university, non-profit or a traditional business? The answer lies in the concept of "institutionalization" of values.

When I use the word "institutionalize" in this context, I refer to a systematic process to implement the core values ​​throughout an organization so that they become an entrenched part of the fabric of how the organization works. When this type of process is followed, you can begin to see very consistent conduct in accordance with the specified values. It is my observation and experience. there are eight key steps that large organizations are institutionalizing their values. Here is my list:

Definition - you can not institutionalize your values ​​until you define them clearly. The values ​​must be defined in terms of behavior so that everyone can understand what it appears to behave in a manner that is compatible with the named value.

Allowed - must be hard on selecting the right people to join the team. Right people are those that are both necessary skills / abilities, and also share the desired values. It has never been an acceptable compromise to take the right-fit values.

Integration - with the right people on board, the organization needs to have a program to teach values ​​and expected behavior of the first day.

Visibility - alone is not enough, it is nevertheless important that the statements and images of the values ​​in the action become pervasive in the organization - on the walls, website, literature, etc. These are important reminders to be reported in real situations.

Using a ritual - a great organization to determine how powerful it is to create a ritual around the practical values. Think about how meaningful rituals, such as playing the national anthem or recite a prayer before meals and or play taps at the funeral can be. The rituals we can connect to the values ​​of the effective ways.

Coaching - The values ​​are relevant only insofar as they are actually practiced in real situations. Large organizations are using these opportunities to coach on the expected behavior, always use the language of values.

Leading by example - of course, leaders of organizations serving the most visible examples of desired behavior / acceptable. Despite all that has spent his entire legendary career, Joe Paterno, unfortunately for his people has shown a low level of moral conduct in deciding between the value of protecting the reputation of the University and the protection of small innocent children. Nothing speaks louder than the behavior of our leaders.

Creating a responsibility - a great way to build the bodies responsible for their values ​​- the collection of performance fees and penalties. Without accountability, the values ​​are in danger of being excluded as irrelevant.