Slideshow

Window on Work Values: Values and Vision

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This workshop is perfect for a culture realignment, culture 360 or a Values and Vision development session. It utilizes the TMS profile system and is masterfully delivered by an accredited facilitator.

Foundation Workshop Outline:
- Introduction to TMS Work on Windows framework
- Eight Work Values
- Values Paradoxes
- Your Profile
- Organisation profile
- Build your Values Statement
- Build your Team Charter
- Action Plan

*Each session is tailored to suit the organisation objectives
and needs. please contact Jane Wundersitz by email or on 0430297970 to organise a consultation and to review a sample profile.

Best suited to a half or full day.

Suitable for small teams through to whole departments.


Recent Case study:
In December 2016 we supported a newly merged Government Division to better understand and appreciate personal work values, assess their current culture across several merged departments and then to build a new Values Statement and Values to take the organisation collectively into the future.


'I’ve had great feedback from the team about how much they enjoyed the session and I feel we are now much better placed to move forward with an agreed value statement for the Division.You never fail to deliver! I have not had the same consistent experience with other consultants.'

General Manager: Channel Operations, Indigenous & Intensive Services
Department of Human Services


The TMS Profiles have been:
Designed and developed in Australia.
Translated into 16 languages.
Applied in over 160 countries worldwide.
Used by over 1.25 million people in leading organisations including ANZ, Sony, Mobil Oil, American Express, BHP Billiton.

What are Values
Values are cognitive representations of desirable abstract goals such as security and loyalty. They are used to justify choices or actions as legitimate or worthy and serve as standards for judging the behaviour of self and others.

Values are concepts or beliefs
(1) pertaining to desirable end states or behaviours
(2) that transcend specific situations
(3) guide selection or evaluation of people, behaviour and events
(4) are ordered by importance relative to other values to form a system of value priorities
(5) These five aspects enable values to be differentiated from other drivers of behaviour such as preferences or attitudes.

Values will drive our decision-making and cause us to summon up energy to preserve what we believe in or what we want to defend. As such they can be principal determinants of behaviour.

The McCann Window on Work Values help to understand the differing value types that drive people in the workplace.

It has been built up from individuals’ responses to 64 key questions defining activities or situations at work that they value. Values group together in clusters of eight ‘value types’.

These include:
- Individualism
- Collectivism
- Compliance
- Empowerment
- Authority
- Equality
- Independence
- Conformity

The Window on Work Values profile helps explain why problems exist within any group of people working together.

Value types define core frameworks that people hold and for which they are prepared to expend considerable quantities of energy in either promoting or defending. Most people will hold three or four of the value types reasonably strongly and because of the structure of the model these values are more likely to be concentrated in one particular section, giving rise to key value patterns which are useful in understanding and predicting individual and group behaviour.

Window on Organisational Values

Organisational goals and behaviours are greatly influenced by organisational values. These values are often a reflection of senior management values which in turn are developed through succession planning and management development. In this way important values from the past are preserved for the future.

People’s perceptions of their organisation’s values will vary and often be coloured by the interactions they have with their immediate managers. Problems can arise if there is a misalignment between the values of the individual and the values of the organisation.

To assess organisational values your facilitator will use either the Organisational Values Profile, a card sort activity, or the Values Alignment App that is part of your Window on Work Values Online Activity Centre.

The Organisational Values Profile is used when it’s important to capture the views of external raters such as senior management or colleagues from different teams. Comparisons can then be made
between various units in the organisation.

This is highly valuable tool to assist with realignment to organisational Values or if there has been a merger between department or companies and new division or organisation values are being identified.


Team Charter
High-performing teams need a common purpose and a shared set of values aligned with the organisational vision. In this section you can draft your own Team Charter comprising sections on the Team Purpose and the Team Values. This will help everyone understand what the team is supposed to do, why it is doing it and how everyone should contribute to the outcomes. If a team does not have such a charter then team members can be pulled in many different directions at once.





Additional Information