The check in activity for this penultimate Values Conversation was overwhelmingly positive, with participants saying they were intrigued, curious, excited and optimistic at being a part of the conversation. There was a strong sense of intellectual curiosity balanced with a willingness and thoughtfulness for the future. This was a good place to start with participants being open minded and full of positive intent.
Asked how it felt to receive the outcomes of the Values Audit, very few people were surprised by the values that showed up for them personally. There was an appreciation of how values change over time and how our lives shape our values, at work and outside of it. Participants found it interesting to understand the values of their colleagues and this helped them to get a better understanding of what was happening for others.
Where values were perceived as less work focused and more ‘human’ focused, conversations explored what these values meant and how they show up in the context of people’s work. A core thread suggested that they need to show up in a professional context and that there is a level of responsibility attached to behaving and working from a strong values base. And that strong values are not an excuse for poor behaviour. As in family situations the notion of difficult conversations at work arose and how these might be tackled through the lens of family.
Some participants expressed an appreciation for being able to reflect on their values and found it insightful to do so. Conversation about the shadow side of values encouraged a deeper sense of reflection and a greater understanding of how values and behaviours impact on other people. Some identified the exploration of values as an opportunity for personal growth and a positive reminder to pay attention to awareness of self. The values conversations taking place across the organisation were viewed as an engaging and exciting time for the business.
Values that create a place of psychologically safety were important to people. There was an acknowledgment that the conditions for adult-to-adult conversations were not always present across the entirety of the organisation. Yet participants were hopeful that conversations of quality could be held where ideas are expressed and people listened to. Respect and Trust were viewed as important contributors to the conditions for people’s wellbeing at work. At the check out people expressed feelings of energy, optimism, excitement and hope for the future.