Values Clarification –
a process for deep change
Introduction
This
unique workshop addresses essential
elements of “Building Organization
Culture". In the process
of building Organizational Culture,
Value Clarification facilitates
a change arising out of realization
that one’s own cherished
values rarely ever match the values
one lives through. Until we help
the individual to recognize and
bridge this gulf within, it would
be difficult to expect one to
match his/her values with the
values of the organization. While
layers and layers of conditioning
have fossilized each one of us,
any attempt to bring about a change
without touching the very core
of the individual would only be
at a surface level. If by using
the organizational authority one
forces the organization values
on the individual, he/she only
follows it as a rule to protect
oneself than internalize the same.
Under such circumstances, the
commitment of the individual towards
the organizational values would
be very low and affect the performance
of the organization. Thus, it
becomes very essential to touch
the very core of the individual
to bring in a long lasting change.
Objectives
- To understand the meaning of values
and gain clarity on why one behaves
the way one does.
- To understand the gap that exists
at Individual, Group and Organizational
level and learn how to bridge
this gap at a deeper level.
- To understand the cause and
effect relationship in value formation
and learning how to work with
cause than with effect to bring
about a deep change.
- To understand one’s own
orientation towards:
- Freedom (Achievement orientation)
- Relationship (Sociability orientation)
- Power and Influence (Leadership
orientation)
- Learning (Learning orientation)
- Honesty (Integrity orientation)
- To gain deeper clarity on one’s
own style of functioning and its
implication in the organizational
and personal life context
- To learn the source of conflicts
and be able to deal with it at
the cause level for bringing about
a lasting change
- To understand difference between
‘being in control of oneself’
than ‘being controlled’To understand the power of trust
and the ability to risk and accept
challenges
Process
The
methodology adopted is primarily
semi-structured wherein enough
of scope is provided for human
processes to emerge. The small
group activities are designed
to enable an individual to look
into his/her own inner-self and
realize the need for change. Powerful
tools like the Vision-Value Instrument,
Value Profile Instrument and Discovery
would be used as a part of the
process.
Outcomes
- Better understanding of oneself
resulting in better integration
- Higher level of openness and
objectivity while exploring issues
- Enhanced level of accountability
and ownership
- Reduced transactional cost resulting
in optimization of organizational
resources
- Ways to bridge the gap within
and thus bring synergy in one's
effort increased credibility resulting
in building a trusting culture
- Aligning self and organization
vision helping build organizational
synergy
- Being proactive with an understanding
of the contextual changes than
being reactive
- Clarity on being a ‘High-vision
and High-value’ Individual
and organization
- Clarity on why one does, what
one does and the way one does
things
- Better understanding on what
it takes to live up to one's
potential
- Learning to deal with conflicts
The
Competencies this workshop aims
to build in the Participants:
Action
oriented: The ability to pursue
work with energy, drive, and a
strong accomplishment orientation.
Customer
focus: The ability to investigate
and take action to meet customers’
current and future needs.
Strategic
leadership: The ability to create
a shared purpose, vision, or direction
for his/her group or organization,
and inspires others to work toward
it.
Organizational
agility: The ability to understand
how to get things done and achieve
objectives working with others
in an organizational context.
A deeper understanding of formulating
and pursuing one’s/ organizational
vision without loosing sight of
the values.
Integrity
and trustworthiness: The ability
to appreciate the need to stand
by the chosen values and behave
according to high ethical business
principles and values.
Context
sensitivity: The ability to understand
the various dimensions of a given
context in order to make wiser
decisions
Self-development: The ability to actively seek to
understand his/her own strengths
and weaknesses, and work on continuous
improvement
Conviction
and courage: The ability to show
a strong sense of certainty and
stands firm when appropriate.
Self-confidence:
The ability to be sure of oneself
and an expectation to succeed
in future activities.
Time
sense: The ability to understand
the timeliness and planning required
while executing a task.
Duration of the Workshop: Three
days
Participant
profile:
- CEO’s
- Functional Head/ Sector Heads
- Senior Management
- Supervisors
- Human resource professionals heading
the function.
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