Gary T.’s Post

What does it mean for a company to embody a culture of #ownership? What does it look like when employees at all levels of an organization feel like owners in their company? Ownership Works will share a video each month highlighting a company’s journey to develop an ownership culture and how #employeeownership transformed the organization. Today, we spotlight Ingersoll Rand, an American multinational company that provides flow creation and industrial products. Watch more videos on the #sharedownership movement: https://lnkd.in/erMi9Hvj. #workculture #employeeowners

When the management team ask for the programme to start to be rolled out to their nominated [M]enable(rs) and they become sponsors, you know that the impact you were striving for is happening. Everyone in #automotiveindustry is familiar with the traditional 'tick-box' training that has to be attended, so to see leaders, powerfully and publicly transferring the learning and the message, assures me that this is culture change that will stick - AND, the results are proving it. Our monthly meetings we've had, are paying off! Culture change isn't about doing anything radically different, it's not scary or daunting - but does require a commitment to step back, put the people before the numbers and remember that 'people perform well, when they feel good about themselves'. Hats off to Tony Jackson and the team at Sandicliffe Ford Store in Nottingham. Terry Alsop James Armstrong Aaron Borg Phil Lycett Lauren Gittins. Welcome to the next stage - Errol, Abi, Jo, Alistair and Luke. As always, thanks to Paul Woodhouse and Abigail Curson for inviting us to facilitate this. Our industry thrives on its amazing people, but we still have a lot to do to change attitudes, beliefs and approaches - for #mentalwealth DEI, Gender Balance, addressing the skills shortage and retaining people! Call me, we have a solution (to the problem some in the industry can't see!)

Culture materializes when we embody our mission, vision, and values in our actions.

The culture of an organization becomes tangible and evident when the team consistently demonstrate the principles, goals, and beliefs outlined in your mission, vision, and values through their behavior and decision-making. In other words, the culture of your company is not just defined by what is written in your mission and vision statements but is manifested in the daily actions and practices of your team.

Company values are the fundamental beliefs and principles that guide a company's operations, decisions, and culture. They serve as a compass, directing the organization towards its goals and shaping its interactions with employees, customers, and the community. Here are some key characteristics of company values: **Guiding principles: Values provide a framework for decision-making, ensuring that actions align with the company's mission and vision. **Cultural foundation: They contribute to a strong and positive company culture, fostering a sense of belonging and shared purpose among employees. **Differentiator: Values can set a company apart from competitors, attracting customers and talent who resonate with its ethos. **Ethical compass: Values help ensure that the company operates ethically and responsibly, considering the impact of its actions on stakeholders. When effectively implemented, company values can drive success, foster a positive work environment, and strengthen a company's reputation.

🧭🌟 Introducing the GoodCo Compass 🌟🧭 At GoodCo, we believe in empowering companies to achieve excellence by being guided by a moral compass that improves lives. Today, I'm thrilled to introduce the GoodCo Compass, designed to help companies become good through commitment, care, community, and change. 🔍 What is the GoodCo Compass? The GoodCo Compass is a comprehensive framework that guides the behavior of a good company, enabling fair and meaningful exchanges for consumers and employees while contributing positively to the world. Directions of the GoodCo Compass 🧭: Commitment: Patterns in how we dedicate ourselves, maintaining ethical leadership, long-term vision, and employee development. Care: Patterns in how we treat each other, prioritizing the well-being and satisfaction of employees and customers. Community: Patterns in how we build relationships, fostering inclusivity and mutual support among all stakeholders. Change: Patterns in how we grow, embracing innovation, adaptability, and continuous improvement to stay competitive. Not only do these patterns enable good they also are proven to increase value generation. A win-win! Learn more on our website: https://agoodco.com/ Together, let's build a better tomorrow! 🌍✨ #GoodCo #GoodCoCompass #Good #CorporateExcellence #EthicalBusiness #Leadership #Innovation #Community #EmployeeWellbeing

Our company's core values are the guiding principles that shape our culture and drive our actions. While these values are set (by us), their true meaning comes from how each of us interprets and embodies them in our daily work.   To show the personal significance of our values, we asked a few colleagues to share which one resonates most strongly with them and why. Their thoughtful answers really bring a human element to our values which makes us super proud and convinced we have the right ones.  #companyvalues #guidingprinciples #teamwork   

So much weight is placed on individuals from organizations around the “shared values.” “Shared values” are often portrayed as the glue that binds employees together, especially when companies frame themselves as a “family.” In reality, this blurs the line between personal loyalty and professional obligation, making it harder for employees to challenge or question the status quo. While shared values can foster a sense of unity and purpose, they can also be used to drive conformity under the guise of a collective good. Instead of pushing for agreement, organizations should focus on using values as a starting point for genuine dialogue, ensuring that these principles evolve with the needs and perspectives of both the company and its people. True alignment isn’t about fitting into a “family mold”; it’s about creating space for diverse voices to shape the culture together.

Embracing Our Values: A Foundation for Success  At the Coalition, we've always believed in the power of a strong culture. It's not just about what we do, but how we do it — together, with passion and purpose. That's why, over the past six months, we've been on a journey to carefully co-create our values to serve as guiding principles for our journey ahead, thereby making the implicit explicit. Our values are about:  Cultural Clarity: We're more than just a team; we're a community. Our values serve as a compass, ensuring that every member of our community is aligned with our vision and mission. Together, we're on a journey to impact, and having the right folks on the bus ensures that we're moving forward with confidence and unity.  Accountability: Trust is the cornerstone of any successful relationship — be it with our Coalition members, allies, or partners. That's why we hold ourselves accountable to the highest standards of integrity and reliability. When we say we'll go the extra mile, we mean it. It's this commitment to accountability that builds trust and sets us apart. Decision Making: In a rapidly evolving world, making the right decisions is crucial. That's why we've embedded our values into every aspect of our organization — from our systems to our incentives. By attracting and empowering the right people who embody our values, we're not just supporting our growing movement; we're propelling it forward with purpose and clarity.

As an organisation, you need to build a culture where values are lived and not just spoken.