Module 4 – Lesson 2
In this lesson you’ll learn:
- How to lead each part of the meeting: COREvalues and COREculture
Leading the COREvalues Section
As you begin the meeting, remember to share some key information about COREvalues. Detailed information can be found in Module 2 Lesson 4, but to review:
COREvalues:
- Drive what we do and why.
- Are different from personalities.
- Can create team-strengthening connections.
Origin Stories
- All values come with a reason, a story. We are going to ask you to share your stories.
- Values can be innate. I born this way. I have always held this value.
- They can be experiential. An experience, or history of experience, has shared this value in me.
- Or, they can be aspirational. I am growing in this value because it is important to me.
- The power comes in learning the innate, experiential and aspirational core values stories.
Meeting Outline
Based on your team’s goals from Module 4 Lesson 1, consider this meeting outline:
Review Individual Values
- Begin by reviewing each team member’s individual values report.
- Ask them to share a story behind some of their core values. Are they innate, experiential, or aspirational?
- Listen attentively. Reflect on what each person shares or ask the team to point out how/when they see these values play out in their colleagues.
Next, Review the Team’s Shared Values
- These shared values reflect where the teams’ individual values overlap, where they are held in common. Consider these questions:
- Do these values feel like a good fit for our team? Where do they come from? What might we change?
- Where do my individual values overlap with the shared values?
- Where are my individual values different? What do I uniquely bring to this team?
Finally, Review the Heatmap
At the bottom of each individual values page is an assigned COREstyle, which is based upon the person’s top core values. Those COREstyles are reflected on the heatmap.
The heatmap reflects the strengths of unity and diversity among your team. See Module 2 Lesson 4 for more in-depth information on the heatmap.
After reviewing the the heatmap works and what it is saying about your team, consider these questions:
- Does our team cover all of the quadrants, or are we clustered around a few?
- What areas are the strongest? Does this work for our team?
- What might we want to consider if there are areas not represented, or represented by only a few people?
- Where are we unified and how can we build on that?
- Where are we diversified and how can we build on that?
- How does seeing this heatmap help us better understand our team dynamics?
Leading the COREculture Section
As you begin the meeting, remember: You are sharing feedback, not diagnosing a problem. You are leading a discussion to reflect on how they rated current team culture.
As you begin, share that every team has a culture. Each team member affects and is affected by the team culture.
This report measures 4 pillars of culture: communication, cohesion, identity, and impact. It should serve as a temperature gauge and not a report card grade.
More information on the COREculture report can be found in Module 3 Lesson 4.
Meeting Outline
Based on your team’s goals from Module 4 Lesson 1, consider this meeting outline:
Refer to the Cover Page (the one with the four graphs):
- Explain that scores range from a low of 5 to a high of 25.
- Show how each bar represents a different group within the team (managers, direct reports, etc.).
- Review and point out similarities and differences.
- It is normal to have both high and low scores.
- These scores are not necessarily a reflection of their work or ability. Rather, they show areas where theteam might want to focus attention to continually build team culture.
Seek Discussion and Feedback:
- Ask for comments from each team member in an open and encouraging manner.
- Direct comments in positive ways, toward a positive/growth mindset.
- Manage emotions or awkward moments by asking open-ended questions.
Focus on Areas of Strength and Consider Ways to Improve:
Refer to the individual COREculture pages for definitions and questions to ask as the team thinks about improvement.
- Suggest discussing the questions together at a later time.
- Note the helpfulness of looking at culture measures regularly to track growth and progress.