Two Leadership Guru-Speak Terms That I’m OK With
I talk / preach about ‘behaviour-based core values’. I’m not generally a fan of leadership guru-speak but two terms I think that deserve keeping are that and ’employer brand’. I once got headhunted for a job and subsequently discovered the organisation would never use their name, logo or any identifiers in their job ads as “it would put people off”.
That’s probably a sign of a problematic employer brand and disconnection from desirable core values. So, yeah, I think they’re valid and timeless concepts. Even if an employer doesn’t know the meaning of the terms and has never done anything about them, they’ve got them…
I got booked to present to a conference of hirers. Blue collar, grass roots business people. I gave the booker three options for topics. He ran the options past a selection of his people and the chosen topic was unanimous – building a positive and productive team culture. It seems they had a shared problem and that problem was people. Except, of course, the problem wasn’t people. It was their lack of a plan. And THAT was my key message to them.
Part of what attracts and retains talent is behaviour-based core values and employer branding. Both are components of the team culture whether it’s positive and productive or not. With a plan, you have a chance of getting to where you want or at least moving in the right direction. I do not particularly care if they remember or use the terms behaviour-based core values and employer branding, as long as they draft a plan to deliberately develop their behaviour-based core values and employer branding.
You can keep your leveraging, go-forward and so forth, but I’m sticking with the these two concepts. They’re magnetic and like magnets, they can both attract and repel.
Posted on July 3, 2018, in Employee Engagement, Motivating Employees, recruitment, Team Building, Team Leadership, Teams, The Brain-Based Boss and tagged behaviour based core values, core values, employer branding, recruitment, team culture, values. Bookmark the permalink. Leave a comment.