Change Implementation Techniques for Forming Transitional Team, Creating Alignment, Maximizing Connectedness and Creativity

Technique 4.3 Values Cards

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Introduction

To help determine the values of your organisation/community, etc that are practised now and what values should be practised, a set of value cards has been developed.

This tool uses around 140 separate and defined values cards; based on participants' perceptions of how the value is practised, each value card should be placed under one of the following headings

1

2

3

4

5

Mostly/Always Practised

Often Practised

Sometimes Practised

Seldom Practised

Rarely/Never Practised

The placement of the values is based on perception. If outside stakeholders are present, their perceptions could be different from internal stakeholders and are worth recording. When facilitating this tool with schools, it has been interesting to note that sometimes the teachers' and parents' perceptions vary quite markedly. This has always generated some lively and useful discussion.

There are some wild cards which are for any value that is important for your organisation/community but missing from around 140 alternatives.

After placing the values cards as practised in the relevant column, it is important to consider where would you place the value cards if the situation was ideal in your organization/community.

Value Cards

organisational development change management

organisational development change management

organisational development change management

organisational development change management

organisational development change management

organisational development change management

organisational development change management

organisational development change management

organisational development change management

extra value cards

Imagination (spirit of creativity)
Discipline (spirit of responsibility)
Diligence (spirit of endeavour)
Preparation ( spirit of foresight)
Determination (spirit of optimism)
Humility (spirit of selflessness)
Integrity (spirit of honour)
Honesty (spirit of candour)
Dignity (spirit of respect)
Chivalry (spirit of consideration)
Loyalty (spirit of commitment)
Mischievous (impulsive, adventurous, risk seeking and limit testing)
Dutiful (compliant, conforming and eager to please others)
Sceptical (alert for signs of deceptive behaviour in others and takes action when it is protected)
Diligent (hard-working, detail orientated, high standards of performance herself and others)
Imaginative (innovative, creative, possibly eccentric and sometimes self absorbed)
Colourful (precarious, fun, entertaining and enjoying the spotlight)
Excitable (works with passion and enthusiasm but also easily frustrated, moody, irritable and inclined to give up on projects and people)
Bold (fearless, confident, self assured; expects to succeed and unable to admit mistakes or learn from experience)

Grit (staying power, ie resilience, persistence, determination, focus, passion, perseverance, directional consistency, stamina, temperament, stubborn, etc)
Fun (enjoying what you are doing)
Accomplishment (achieving what you set out to do)

(sources: Cynthia Scott et al, 1993; Attracta Lagan, 1995; NPSS, 2001; MFESB, 2001& 2002; Treasury Corporation Victoria, 2001; Towertrust, 2001; Janet Guyon, 2001; FEA, 2002; Oxford Dictionary, 1964; Hamel, 2001; Lawry Scandar, 1999; Land Transport Authority, 2005; Yosana Holdings, 2005; Danah Zohar et al, 2004; Peter Akers, 2005; Bob Goffee et al, 2006; Mike Hanley, 2007; Robyn Davidson, 2006; Chris Lowney, 2007; Churchie, 2015; AFRBoss, 2015)

 

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