Assemble Your Rockstars
You will first gather your leaders and any other employees that embody what you want your culture to be. We will all gather together, in-person or online, to facilitate the session.
Learn if your Values have what it takes to create value in the modern workplace.
Task-based conflict enhances team performance. Relationship-based conflict kills team cohesion. The quality of your values dictate which type you're allowing your people to have. (Learn More)
People get triggered. If they can't use your values as tools that disrupt emotional impulses, those triggers may cost everyone else on the team dearly. (Learn More)
Defined as any disagreement about the goal or content of the work. Low levels create Mistakes as work is not critiqued. High levels enable Performance as work is continually refined.
Defined as any disagreement about beliefs or ideologies. High levels create Mistrust as people feel personally attacked. Low levels enable Peace as teams feel more cohesive.
Functional & Frictional ValuesTM leverage the science of Social Identity Theory to enable better conflict.
When belonging to a group creates a part of a person's self-identity, serving the group becomes their primary motivation.
This includes a willingness to have the type of conflict that makes the group better, something that's only possible if they also understand the type of conflict that will make the group weaker.
Receiving feedback can cause someone to grow defensive which harms the group. It can also create more self-awareness, allowing the person to better contribute to the group.
The need to give others feedback can cause someone to grow apprehensive and go silent. It can also bring out their compassion and foster teamwork.
Acute bouts of chaos can cause someone to grow controlling which triggers others in the group. It can also create curiosity about how to make the group better.
Acute bouts of pressure can cause people to feel overwhelmed which inspires entitlement. It can also however create focus, which in turn delivers results.
Functional & Frictional ValuesTM leverage the science of In-Groups & Out-Groups to aid decision-making.
One set of values defines In-Group behaviour; actions that promote solidarity with the group. The other defines Out-Group behaviour; actions the group will struggle to accept.
These contrasting values offer choice, allowing people to realize the impact their short-term impulses will have on long-term outcomes, empowering them to make a better decision in stressful times.
Ask someone if they believe in teamwork and they will answer yes. That's because saying no is obviously the wrong answer. Ask someone if loyalty is better than cooperation, or if logic is better than adaptability, and they're forced to answer with their beliefs. This is the only way to test if they are aligned with your values, or if they simply know what answers you're looking for in an interview.
Functional & Frictional ValuesTM leverage the science of Emotional Contrast to aid hiring accuracy.
One set of values represents the non-negotiable behaviours that will ensure your organization is successful. The other will be equally positive sounding behaviours that you know will take you off track.
When faced with these choices, candidates can't tell how they 'should' answer because both answers sound plausible. You'll learn how well-aligned they are with your values which tells you how engaged they'll be, before you even hire them.
Whether you are looking to upgrade your existing values, or you don't yet have core values, determining the Functional & Frictional ValuesTM that will unlock your culture's full potential can be done in as little a 90 minutes, from the comfort of your chair.
The high-performing, insanely well-aligned team you've always wanted is closer than you think. Book a free exploration call and we'll walk you through the entire process from start to finish.