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
3Plan
International
USA
•
Who
we
are
•
Who
we
serve
•
Why
we
serve
•
How
we
serve
4We
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
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
* andfollowing
Sources: All In, Adrian Gostick and Chester Elton;
“How Employee Engagement Drives Growth,” Susan Sorensen, Gallup 2012 8
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
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
Phase
II
Brainstorm
Facilitator
SWOT
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
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
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 How roll‐out was implemented
Accountability CEO presentation
Passion Five employees talked about why they are passionate about the organization Integrity Walked through ethics decision tree, gave two examples for staff to talk through in small
groups. Take Moral DNA test, get t‐shirt
Respect 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
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
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
Living
It
at
ChildNet
Hiring/SOE
On
‐
boarding
Training
Meetings
– Agenda
Item;
“Story
of
the
Week”
Performance
Appraisals
Merit/Recognition
Peer
– direct,
indirect;
Public
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
