{"id":19765,"date":"2021-09-07T16:00:34","date_gmt":"2021-09-07T16:00:34","guid":{"rendered":"https:\/\/www.sparkvisionnow.com\/?p=19765"},"modified":"2021-09-07T16:00:34","modified_gmt":"2021-09-07T16:00:34","slug":"values-work-is-deep-work","status":"publish","type":"post","link":"https:\/\/sunneez.com\/sparkvision\/values-work-is-deep-work\/","title":{"rendered":"Values Work Is Deep Work"},"content":{"rendered":"

Making a change in your workplace culture starts with you<\/h1>\n

Whenever I facilitate company values work with organizations, it\u2019s a two- to three-day retreat experience, where the first full day is all about the individual. We start by walking each person through the process of naming their core values and then connecting them to their life experiences. We\u2019re not just born with this set of values; they are typically instilled in us by others\u2014for better or for worse. When we take the time to honor our past, we can make sense of our values in a much more meaningful way than just picking words off a list.<\/p>\n

We then do a deep dive into looking at your milestone moments, and we map them out in terms of your entire life. Then, using our values profile, we overlay our values onto each milestone moment, seeing apparent trends and clear frontrunners for the values that matter most to you as an individual.<\/p>\n

This process could easily be a full week, month, year, or lifetime thing, should you have the interest and commitment to the work.<\/p>\n

When you do this type of reflection, a lot of the work doesn\u2019t feel good in the moment. It\u2019s challenging, it\u2019s difficult, it\u2019s uncomfortable. In a recent corporate values retreat, one of the participants noted that he\u2019d never looked this deeply into himself and it was making him upset. He didn\u2019t understand what this personal work had to do with the company\u2019s values and why he wasn\u2019t able to do this work with ease. I was so impressed that he had the energy to speak up and articulate what was going on in his internal dialogue. It helped every other person in the room who was experiencing any level of that feeling too. It also gave me an awesome framework from which to explain why it mattered so much for each person to go within before looking outward. One thing always rings true: You cannot sustainably embrace or operationalize your values if you don\u2019t have self-awareness. It\u2019s necessary for everyone to know that self-awareness is a long game that\u2019s typically not easy, fast, and fun.<\/p>\n

In an article in Fast Company magazine, Mary Slaughter and David Rock of the NeuroLeadership Institute wrote,<\/p>\n

Unfortunately, the trend in many organizations is to design learning to be as easy as possible. Aiming to respect their employees\u2019 busy lives, companies build training programs that can be done at any time, with no prerequisites, and often on a mobile device. The result is fun and easy training programs that employees rave about (making them easier for developers to sell) but [that] don\u2019t actually instill lasting learning.<\/em><\/p>\n

Worse still, programs like these may lead employers to optimize for misleading metrics, like maximizing for \u201clikes\u201d or \u201cshares\u201d or high \u201cnet promoter scores,\u201d which are easy to earn when programs are fun and fluent but not when they\u2019re demanding. Instead of designing for recall or behavior change, we risk designing for popularity.\u00b9<\/em><\/p>\n

Reflecting on the same issue, Bren\u00e9 Brown has stated, \u201cThe reality is that to be effective, learning needs to be effortful. That\u2019s not to say that anything that makes learning easier is counterproductive\u2014or that all unpleasant learning is effective. The key here is desirable difficulty. The same way you feel a muscle \u2018burn\u2019 when it\u2019s being strengthened, the brain needs to feel some discomfort when it\u2019s learning. Your mind might hurt for a while\u2014but that\u2019s a good thing.\u201d\u00b2<\/p>\n

Are you looking to change your workplace culture? This is an excerpt from MaryBeth’s new company culture book: Permission to Be Human: The Conscious Leaders Guide to Creating a Values-Driven Culture<\/span><\/a>.<\/p>\n

Want to know and live your values? Check out MaryBeth’s course Knowing and Living Your Values on Insight Timer<\/a><\/span>.<\/p>\n

Or take our core values quiz to find out what are your values. corevaluesquiz.com<\/a><\/p>\n

\u00b9\u00a0Mary Slaughter and David Rock, \u201cNo Pain, No Brain Gain: Why Learning Demands (a Little) Discomfort),\u201d Fast Company, April 30, 2018, https:\/\/www.fastcompany.com\/40560075\/no-pain-no-brain-gain-why-learning-demands-a-little-discomfort.
\n\u00b2Bren\u00e9 Brown, Dare to Lead: Brave Work. Tough Conversations. Whole Hearts.(New York: Random House, 2018), 170.<\/h6>\n","protected":false},"excerpt":{"rendered":"

Making a change in your workplace culture starts with you Whenever I facilitate company values work with organizations, it\u2019s a two- to three-day retreat experience, where the first full day is all about the individual. 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