Comments on: A Follow-Up to My “Evil Leaders” post: Your Firm’s Values Have No Teeth

By: Art Petty

Art Petty — Wed, 10 Jun 2009 22:33:24 +0000

Thanks to all for your comments and to Wally for featuring this post as one of his “Top Five” this week!

Phil, you are right. The stories approach to understanding a firm’s culture and values is very powerful and very telling (bad pun intended!).

Rodney, I like your “silent problems” description. That works on a number of levels. Thanks for passing that along.

Gwyn, thanks for the shot of adrenaline on this post!! Same here…the “art work” approach is definitely a pet peeve. Your enthusiasm provides energy to keep pushing this issue!

-Art

By: Gwyn Teatro

Gwyn Teatro — Wed, 10 Jun 2009 22:24:08 +0000

I Loved this post, Art! For years I have been frustrated by companies who pay lip service to values and use them for art work on the lunch room wall. You have nailed this issue so succinctly, I have nothing to add.

…But to say that , if not for people like you who persevere in sending the message that values, once established, must also be used to guide the organization, there is little hope for the rest of us.

Keep on keeping on

By: Rodney Johnson

Rodney Johnson — Wed, 10 Jun 2009 20:21:59 +0000

A great post with great insights. I like to refer these issues as “Silent Problems”, which in essence is a problem that is being avoided, neglected or going unnoticed. And since values are relatively easy to create, yet at times difficult to embrace, they become silent. In the short term, the values silent problem is unlikely to create many anxious moments. However over time, they become increasingly toxic, leaving many to wonder, why didn’t we deal with this issue when it was small.

By: Three Star Leadership Blog

Three Star Leadership Blog — Wed, 10 Jun 2009 19:21:29 +0000

6/10/09: Midweek Look at the Independent Business Blogs…

Every week I select five excellent posts from this week’s independent business blogs. This week, I’m pointing you to posts on your toothless values, leading the slow charge, homage to A. G. Lafley, leading by example, and some thoughtful advice about…

By: Phil Myers

Phil Myers — Fri, 05 Jun 2009 20:46:04 +0000

Art,

Another good test of a company is when you ask them about their culture, how well do the values get expressed in their answers and how easily are they translated into stories about ‘the XXX company way’. In my experience, the responses line up nicely into one of two camps:

1. Things that are important to the firm.
2. Things that are important to their stakeholders.

You can guess which ones stick. It is only when you base the values foundation on creating value for the people you serve (employees, customers, community and yes even investors) that you get real staying power. The other ones do tend to be as you state them … empty promises on a plaque.

By: Wally Bock

Wally Bock — Fri, 05 Jun 2009 19:01:09 +0000

Another great post Art. Human nature is not something you overcome to achieve good management. Human nature is what you work with. It’s all you’ve got. We don’t manage dogs or peanut butter sandwiches. Those are people at those desks and out making those sales calls.

That does mean there are limitations. But there are always limitations. And human nature can work as the current in a river works. It’s far easier to swim with it than against it.