It’s a term that seems to be bandied around a lot lately.
Many companies have it stated as one of their “core values” – but do they really mean it?
It’s easy to display the words on your website, print them on a pretty brochure, and even rattle them off during an induction.
But it’s a whole different kettle of fish to integrate their meaning and intent into your strategic plan.
In other words, to walk the talk.
In the second part of my 2-part interview with Dr David Bubna-Litic, Senior Lecturer in Strategic Management at the University of Technology, Sydney, I posed the following questions.
Again I have recorded his answers for you to review:
- Does the L&D department have an obligation to facilitate the learning of the corporation’s values among its employees?
- So if an insurance company defines environmental sustainability as a core value, should its L&D department organise workshops on green issues?
- How about controversial issues such as climate change and nuclear energy – should the company adopt one political agenda over another?
It’s clear to me that a company that claims a corporate value such as environmental sustainability has an ethical obligation to translate it into action. Values are more than words; they represent behaviour.
The irony of pretenders like Enron is that, if the corporation is true to its values, it can reap significant financial rewards.
For example, a manufacturing company that reduces its electricity consumption will no doubt enjoy a corresponding cost saving; a finance company that offers socially responsible investments may attract a new demographic of customer; a multinational that installs a web conferencing system instead of criss-crossing the globe by airliner will no longer need to fund relentless air fares, hotel bills and meal allowances.
The role of the L&D Department
It is also clear to me that the L&D Department has a professional obligation to facilitate the learning of the corporation’s values among its employees.
Since those values provide the context for how the company operates in the marketplace, any ignorance of them is – at best – unprofessional, but probably more accurately, incompetent.
The thin green line
In dealing with politically contentious issues such as climate change, the organisation must be wary of straying into partisanship.
No matter how much we wish it wasn’t so, some of our colleagues just don’t agree with our point of view. So if the corporation were to adopt one political agenda over another, I for one would consider it ethically unacceptable.
I suggest that instead of taking sides, the company errs on the side of caution. For example, it doesn’t need to say things like:
Acme Corporation knows that climate change is real.
That is almost intentionally divisive.
Instead, why not go for:
Acme Corporation is committed to an environmentally sustainable future. While we are unsure as to whether human activity contributes to climate change, we are taking the precaution of reducing our carbon emissions and expanding our portfolio in the renewable energy sector.
That is much more inclusive!
As the elephant in the room will tell you, there’s no point in disengaging some of your employees.
That would be to the detriment of everyone.