Values-Based Approach to DEI Drives Business Success

            People are more important than profits. That’s why you want to be sure your values are incorporated into your business practices, and that you follow through on those practices with every decision you make. Values-based leadership is essential to any successful business, and it can be especially useful when it comes to developing employees internally and externally. If you take care of your employees by putting them first, then they will take care of your customers by putting them first too! And it all starts with a values-based approach to DEI at every step along the way.

Defining Core Values

            People, then and now, work for many reasons – money, status, reputation, and a sense of purpose are among them. But sometimes those reasons aren’t enough; what motivates one person might not motivate another. Instead of appealing to multiple motivations by reaching out to people in many ways with different messages, it makes more sense for employers and other organizational leaders to focus on tapping into their workers’ fundamental motivations: their core values. Defining your company’s core values is part of developing an approach that will advance your efforts around diversity, equity, and inclusion (DEI).

           

             A central challenge here is understanding how different individuals associated with those values based on their race/ethnicity or other demographic variables. It’s critical to understand these associations because they impact how you communicate about your organization's values, which can have significant implications for DEI outcomes. This means that you need a better way to define and measure your organization's core values so you can understand who holds which ones and why. Asking questions like What do we value? isn't enough; instead, consider asking questions like Why do we value these things? In addition, it helps to ask questions like How do we demonstrate our commitment to these things? You should also consider asking employees about their experiences at work related to these values as well as using data from various sources (e.g., employee surveys) to gain insight into employees' experiences related to these values.

Linking Core Values to Tasks

            What are your core values? Do they drive you or have you allowed other motivators and ideas to move in? To see what drives you, ask yourself: Who am I (what do I care about), Why do I work (why do I do what I do)? The answers will begin showing themselves in how you respond. Some people would say that’s leading with your heart, some say it’s being authentic. We call it DEI: DOing from a place of Energetic Intelligence. Use our DEI process—which incorporates human relations along with people analytics—to blend data with your employees' desires and emotions. Now measure them against one another, track them over time and make adjustments as needed. 

            By matching employee tasks to their goals and needs, companies can enhance performance while reducing costs. No matter what else you think is important in business, DEI is always part of it. Let us show you how we help organizations like yours accelerate success by uniting energetic intelligence across teams and locations. Contact us today for more information on our expertise in measurement techniques like HRV & Pulsation Index technology or our other key offerings including financial modeling & forecasting solutions using artificial intelligence software technology or digital communication tools for team collaboration software solutions.

            DEI stands for Doing Effective Intelligently – meaning bringing both effective execution AND good intentions together into one unified vision.

Integrating Core Values Into Processes

            Regardless of your industry, having a values-based approach will allow you to market your business and attract talent while keeping you in compliance with regulations. With changes on the horizon, you may think it's impossible to integrate core values into day-to-day business processes. However, while it takes some creativity and perseverance, a values-based approach can easily be integrated into virtually any process. Learn more about how you can use DEI as an opportunity for employee engagement. By giving workers something that improves their own lives—in a manner that also drives business success—you can achieve win/win goals through Empowerment & Engagement Integration (DEI). And by creating a culture based on common ideals, all stakeholders benefit from increased loyalty and productivity. Check out our new guide for step-by-step instructions on implementing a values-based approach at your company. It’s time to find out what kind of impact you can make by embracing people first.

            First, we have 5 Ways... then we have How to Start... Now here is Empowerment & Engagement Integration (DEI). This is called copywriting and it shows these are generic phrases that get plugged into different titles depending on what they want to write about.

Developing Relationships From Core Value Alignment

            Part of a company’s strategic advantage is simply built upon how they connect with its customers and employees. The most valuable relationships can be based on identifying and understanding core values. When you’re able to identify those values, it provides a unique framework for understanding a potential partner or employee. A true strategic advantage comes from being able to understand what those values are and then aligning your business in such a way that shares value with your customer/employee in exchange for doing business together. 

            It’s easy to overcomplicate things when trying to identify DEI relationships; use these seven steps as a guide on your next project—or as you think about expanding an existing relationship. As I’ve written before, identifying DEI relationships isn’t always black and white. That doesn’t mean it should be avoided because a simple answer doesn't exist. Instead, use this opportunity to challenge yourself by taking a step back and considering every angle of your product or service. Take each new relationship seriously and look at all possibilities for how you might provide value through a shared interest. If there's one thing I've learned over my career, though, it's that business owners who actively seek out new opportunities will always win out in the end.

Recruiting and Retaining Talent

            Staying true to your values—including your mission, vision, and core values—in times of recruitment and retention challenges is a key part of valuing diversity, equity, and inclusion (DEI). Building a diverse workforce that includes employees from different cultural backgrounds requires meaningful discussion about values and honest consideration of each individual’s sense of self. Creating an equitable environment requires accountability at all levels in an organization. Remember: Hiring one person who brings diversity is not creating DEI; it’s just adding another white face to your staff. For DEI efforts to be effective at work, leaders must look inward as well as outward for talent.

Measuring Impact of Core Value Application

            While many management programs fail to integrate values into their core curricula, Delivering Excellence International (DEI) works with leaders on an individual basis to help them identify and use their personal values as a compass for decision-making. In doing so, executives can consistently apply their core values in every business interaction, ensuring consistency of action and impact. That focus on consistent application is key. For example, in most businesses, 70% of financial goals are not achieved each year because individuals make inconsistent decisions about how they interact with one another on projects. If 70% of projects are abandoned annually due to ineffective decision-making within companies, it makes sense that 70% of financial targets aren’t met – which then impacts a company’s stock price and market valuation over time.