Organizational Values

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Organizational Values
Association Summit Southwestern Seminary Fort
Worth, Texas
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The Malphurs Group
Aubrey Malphurs, Ph.D. Pastor of three
churches Professor at Dallas Seminary
President of the Malphurs Group Author
Web site www.malphursgroup.com The
Leadership Connection
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This Malphurs Group
We specialize in strategic envisioning. We
train and lead in two contexts Onsite
consulting-we lead Offsite training-we
train you to lead Combination of the two
Contact us at- aubrey_at_malphursgroup.com malphurs
group.com
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Context for Values
STRATEGIC ENVISIONING PROCESS 1.
Preparation 2. Process Core Values
Mission Development Vision Development
Strategy Development 3. Practice
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Context for Values
ACTUAL PROCESS Core Values
Mission Development Vision Development
Strategy Development
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A Process Overview
PROCESS VS. PRODUCT Product-the
organizations unique, individual model
Process-how one arrives at that model The
Danger Franchising!
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The Strategic Envisioning Process

• I will cover this process at the meeting
• of the SBC associations in Tampa, FL,
• on February 11.
• Host Ed Gillman

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Books on Values

• Values-driven Leadership (Baker)
• Advanced Strategic Planning (Baker)
• Ministry Nuts and Bolts (Kregel)

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This Session on Values

• In this session you will
• Discover 7 reasons why values are important
• Learn the definition of a value
• Learn the definition of a core value
• Identify 6 kinds of values.
• Learn 6 ways to discover your values

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A Values Overview

• Theology of Values
• Importance of Values
• Definition of Values
• Kinds of Values
• Discovery of Values
• Definition of Values
• Development of Values

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Values Discovery Question
Fundamental question Why do you do what you do?
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Theology of Values

• The Bible addresses values from
• cover to cover.
• 2. It specifically addresses the churchs
• core values in Acts 241-47.
• 3. Luke seems to point out five essential
• functions that are also values of a bibli-
• cally balanced, spiritually healthy church

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Theology of Values
JERUSALEM CHURCH Five Essential
Core Values 1. Evangelism (Ac. 241, 47) 2. Bible
doctrine (Acts 242) 3. Fellowship (Acts 242,
44, 45, 46) 4. Worship (Acts 242, 43, 46, 47) 5.
Ministry/service (Acts 244-45)
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Importance of Values
The most important single element of any
corporate, congregational, or denominational
culture, however, is the value system.
Lyle Schaller, Getting Things
Done, p. 152
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Importance of Values
Twenty-first century leaders no longer lead
from the authority of their position, but by an
ability to articulate a clear direction for and
the core values of their congregation. Bill
Hybels and Ken Blanchard
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Importance of Values
Determine ministry distinctives. Dictate
personal involvement. Communicate whats
important. Influence overall behavior. Inspire
people to action. Enhance credible
leadership. Shape ministry character. Foundation
al to the mission and vision. Determines
organizational identity.
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Importance of Values
ORGANIZATIONAL IDENTITY Core values are
the essence of an organizations identity.
They are vital to what its all about.
They make up its essential DNA. They answer the
question, Who are you?
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Importance of Values
ORGANIZATIONAL CULTURE Core values are the
primary ingredient of an organizations
culture. Knowing your core values is key to
understanding your organizations culture.
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Definition of Values
WHAT ARE VALUES? The beliefs that drive the
ministry.
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Definition of Values
WHAT ARE CORE VALUES? The constant, passionate
core beliefs that drive the ministry.
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Definition of Values

• Core Values drive and shape the ministry
• Make decisions
• Predict organizational behavior
• Set goals
• Establish priorities
• Set the tone and direction
• Make policy

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Definition of Values
Strength comes from having a clear set of
beliefs that you are willing to fight for every
day. John Edwards former U.S. senator from
South Carolina
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Definition of Values
Core values drive and thus guide and direct the
ministry. They deeply shape every aspect of life
at the ministry regardless its size, complexity,
or age.
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Definition of Values

• The question isnt do we have values, but which
  values go deep and really, truly guide what we
  do?
• Many organizations now have values statements.
  However, they often have only a minimal effect on
  what they do.

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Definition of Values

• Most organizations are on a journey
• toward some destination (mission-vision).
• 2. The organizations core values guide and
• drive it toward that destination.
• 3. If the organization is off course on its
• journey, the problem is with its values (values
  arent in alignment with the
• mission-vision).

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Definition of Values
4. The values will guide the ministry toward some
destination, but it may not be the its desired
destination (mission- vision). Cf. Power of a
Value Chart. 5. The solution is to change the
values or the stated mission-vision.
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Definition of Values

• Values Identification
• 1. Functions (timeless), not forms (timely)
• 2. Ends, not means to ends
• 3. Explain why you do what you do
• (Example Community vs. Small groups)

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Kinds of Values

• Conscious vs. unconscious values.
• Shared vs. unshared values.

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Kinds of Values
Shared values means that your people agree on the
definition as well as the importance of your
values. Thus, you will need to take time to
carefully define your values if they are to be
shared.
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Kinds of Values

• ADVANTAGES OF SHARED VALUES
• Greater commitment to organization
• Reduced conflict
• More positive work attitude
• Greater job satisfaction
• Jennifer A. Chatman

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Kinds of Values

• Conscious vs. unconscious values.
• Shared vs. unshared values.
• Personal vs. organizations values.

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Kinds of Values

• Conscious vs. unconscious values.
• Shared vs. unshared values.
• Personal vs. organizations values.
• Actual vs. aspirational values.

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Kinds of Values

• Whos values?
• Excellence
• Respect
• Communication
• Integrity

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Kinds of Values

• Enron Company Values
• Excellence
• Respect
• Communication
• Integrity
• 2000 Annual Report

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Kinds of Values

• Actual vs. Aspirational
• Actual-values you own and practice. Theyre
  deeply felt and affect everything you do every
  day of the week.
• Ask Wheres the evidence?
• Aspirational-values you believe
  that
• you need in order to obey God.

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Kinds of Values
Conscious vs. unconscious values. Shared vs.
unshared values. Personal vs. organizational
values. Actual vs. aspirational values. Strong
vs. weak values.
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Kinds of Values

• Strong vs. Weak Values
• Strong-widely shared and deeply held.
• Weak-narrowly shared and not deeply held.
• Jennifer A. Chatman

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Kinds of Values

• Conscious vs. unconscious values.
• Shared vs. unshared values.
• Personal vs. organizational values.
• Actual vs. aspirational values.
• Strong vs. weak values.
• Single versus multiple values.
• Power of a value

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THE POWER OF A VALUE Evangelical
Churches
Unifying Value
Doctrine
Evangelism
Worship
Fellowship
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THE POWER OF A VALUE Evangelical
Churches
Role of Pastor Role of People Primary purpose Typical Tool Desired Result




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THE POWER OF A VALUE Evangelical
Churches
Unifying Value Role of Pastor Role of People Primary purpose Typical Tool Desired Result
Doctrine Teacher Students To Know Sermon Outline Educated Christians



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THE POWER OF A VALUE Evangelical
Churches
Unifying Value Role of Pastor Role of People Primary purpose Typical Tool Desired Result
Doctrine Teacher Students To Know Sermon Outline Educated Christians
Evangelism Evangelist Bringers To Save Altar Call Born-Again Persons


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THE POWER OF A VALUE Evangelical
Churches
Unifying Value Role of Pastor Role of People Primary purpose Typical Tool Desired Result
Doctrine Teacher Students To Know Sermon Outline Educated Christians
Evangelism Evangelist Bringers To Save Altar Call Born-Again Persons
Worship Worshipper Worshippers To Exalt Handheld Mike Committed Christians

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THE POWER OF A VALUE Evangelical
Churches
Unifying Value Role of Pastor Role of People Primary purpose Typical Tool Desired Result
Doctrine Teacher Students To Know Sermon Outline Educated Christians
Evangelism Evangelist Bringers To Save Altar Call Born-Again Persons
Worship Worshipper Worshippers To Exalt Handheld Mike Committed Christians
Fellowship Chaplain Siblings To Belong Potluck Secure Christians
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Discovering Values
The kind of ministry organization that you have
depends on your values!
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Discovering Values
1. Who discovers the values? 2. How do they
discover values?
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Discovering Values
WHO DISCOVERS THE VALUES? The key
players in your ministry The Strategic
Leadership Team (E.F. Hutton people)
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Discovering Values

• HOW DO YOU DISCOVER THE VALUES?
• 1st. Discover your actual values.
• Personal ministry values
• Organizational ministry values
• 2nd. Determine your aspirational values.

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Discovering Values

DISCOVER ACTUAL CORE VALUES
Personal 1. Write out your values (cold
turkey). 2. Take a personal values audit.
(Two examples The Jerusalem Church
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Discovering Values

DISCOVER ACTUAL CORE VALUES
Organizational 1. Take an organizational core
values audit. 2. Identify any unique-to-the-minist
ry values. 3. Identify any single driving
value. 4. Use the storyboard process. 5. Collect
and read other ministrys values. 6. Examine the
ministrys budget. 7. Who are its heroes? 8. What
beliefs are you willing to fight for?
(Two examples The Jerusalem Church
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Discovering Actual Values

• Take the Organizational Core Values Audit.
• Identify any unique-to-the-ministry values.

(Two examples The Jerusalem Church
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Identify Unique-to-the-Ministry Values

• In addition to your values audit, answer
• the following questions
• What is unique about your ministry?
• What makes it different from all other ministries
  in the area?
• What attracts clients/churches?
• Why would people bypass other
• ministries to use your services?
• 5. Why are you a part of this ministry?

(Two examples The Jerusalem Church
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Identify Unique-to-the-Church Values

• SOME ANSWERS
• A Christian Self-Image
• You can have a positive self-image, not because
• of who you are in yourself, but because of what
• God has done for you in Jesus Christ.
• Fellowship Bible Church, Dallas, TX

(Two examples The Jerusalem Church
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Identify Unique-to-the-Church Values

• SOME ANSWERS
• Lost People Matter to God
• We believe that lost people matter to God,
  and, therefore, ought to matter to us.
• Willow Creek Community Church, Chicago, IL

(Two examples The Jerusalem Church
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Identify Unique-to-the-Church Values

• SOME ANSWERS
• Ministry to People
• We believe that ministry to people is more
• important than buildings.
• Heritage Church, Moultrie, GA

(Two examples The Jerusalem Church
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Identify Unique-to-the-Church Values

• SOME ANSWERS
• Creativity
• Fellowship Church, Grapevine, TX

(Two examples The Jerusalem Church
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Discovering Actual Values

• Take the Organizational Core Values
• Audit.
• Identify any unique-to-the-ministry values.
• Identify a single, driving value.
• 4. Conduct a storyboarding session.

(Two examples The Jerusalem Church
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Discovering Values

• STORYBOARD GUIDELINES
• Suspend all judgment.
• Quantity, not quality.
• Please, no speeches.
• No killer phrases.

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Discovering Values

• STORYBOARD GUIDELINES
• Use your judgment.
• Quality, not quantity.
• You can make a speech.
• No killer phrases.

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Discovering Values
DISCOVER ACTUAL CORE VALUES
Organizational Limit to 6 core actual
values!
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Discovering Values

• DISCOVER ACTUAL CORE VALUES
• Based on these actual core values
• 1. Rate each value as to whether it is
• inward or outward focused.
• 2. Which are inward focused?
• 3. Which are outward focused?

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Discovering Values
DISCOVER ACTUAL CORE VALUES Optional
Discover your negative personal and
organizational core values?
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Discovering Values

• DISCOVER ACTUAL CORE VALUES
• Reflection
• Based on these actual core values
• 1. Who are you? What is your identity?
• 2. Do you now understand much of why you do
  what you do?
• 3. These values are taking you
  some- where-toward a mission. Where or what is
  that?

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Discovering Values

• DISCOVER ACTUAL CORE VALUES
• Reflection
• Do your personal values align with those
• of the ministry? If not, what can you do?
• You have four options
• -Change your values.
• -Change the ministrys values (time).
• -Find a ministry that shares your values
  
• -Start a new ministry (cold start).

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Discovering Values

• DETERMINE ASPIRATIONAL CORE VALUES
• 1. The danger of including them
• 2. The discovery of them
• 3. The listing of them

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Discovering Values

• DETERMINE ASPIRATIONAL CORE VALUES
• The Danger of Including Them
• Risks organizational cynicism, alienation, loss
  of credibility, etc.

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Discovering Values

• DETERMINE ASPIRATIONAL CORE VALUES
• The Discovery of Them

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Discovering Values

• DETERMINE ASPIRATIONAL CORE VALUES
• 1. Compare your actual values to those of a
• healthy ministry/church (E.g., Jerusalem-Acts 2)

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Jerusalem Church

• CORE VALUES
• We value teaching (Acts 242).
• We value fellowship (Acts 242, 44-46).
• We value worship (Acts 247).
• We value evangelism (Acts 247).
• We value service (Acts 244-45)

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Discovering Values

• DETERMINE ASPIRATIONAL CORE VALUES
• 1. Compare your actual values to those of
• a healthy organization (E.g., Jerusalem-Acts 2)
• 2. Determine whats missing.
• 3. Limit to 2 values (total of 8).

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Discovering Values

• REVIEW
• 1. Discover your actual and aspirational core
• values (distinguish between them).
• 2. Determine the final number of values (8).
• 3. Write them up (values statement/credo)

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Defining Values

• You need to carefully define each value and
  make sure that your team understands and agrees
  with that definition.
• For many ministries they arent defined or
  they are defined so ambiguously that everyone can
  agree with them. Thats not what you want.
  Ambiguious concepts dont have the power to
  change your organization.
• Remember-shared means that your people agree on
  the importance and definition of your values.

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Defining Values

• The leader and some staff
• 1. Sit down and carefully define each of your
  six values. Exactly what do you mean by worship,
  evangelism, Bible teaching, etc.?
• We value relevant Bible teaching.
• We believe that the Bible is Gods inspired, in-
• errant, trustworthy rule of faith for all
  Christians (2 Tim. 316).

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Defining Values

• We value relevant Bible teaching.
• We believe that the Bible is Gods inspired, in-
• errant, trustworthy rule of faith for all
  Christians (2 Tim. 316). Therefore, we will
  regularly preach and teach the Bible in our
  Sunday school and worship services.

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Defining Values

• 2. Keep it short-the key is word choice (may want
  to develop a separate longer document).
• 3. Take these back to the team for their input
  and discussion.
• 4. Eventually communicate these to others and get
  their input as well.
• 5. Communicate them no less than once a year,
  clarifying exactly what we mean.

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• Questions?

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Communicating Values

• How will you communicate your core
• values?
• Which of the following ways might
• work for you?

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Communicating Values

• FORMALLY
• Written credo (values statement)
• Messages/sermons
• Stories
• Ministries
• Language and metaphor
• Brochure
• Newcomers class

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Developing a Values Credo

• REASON
• Values will not have the authority to be a
  leader-
• ship statement until they are clear enough to be
  committed to paper.
• Francis and Woodcock,
  Unblocking
• Organizational Values, p. 33

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Developing a Values Credo

• FORMAT
• The Jerusalem Church
• Willow Creek Community Church
• Northwood Community Church

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Jerusalem Church

• CORE VALUES
• We value teaching (Acts 242).
• We value fellowship (Acts 242).
• We value worship (Acts 247).
• We value evangelism (Acts 247).
• We value ministry (Acts 244-45).

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Willow Creek Church

• We believe that anointed teaching is the
  catalyst
• for transformation in individuals
• lives and in the church.
• We believe that lost people matter to God,
• and, therefore, ought to matter to the church.
• We believe that the church should be culturally
• relevant while remaining doctrinally pure.

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Willow Creek Church

• We believe that loving relationships should
• permeate every aspect of church life.
• We believe that life-change happens best in
• small groups.
• We believe that excellence honors God and
• inspires people.

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Willow Creek Church

• We believe that a church should operate as a
• unified community of servants stewarding their
• spiritual gifts.
• We believe that churches should be led by those
• with leadership gifts.
• We believe that full devotion to Christ and His
• cause is normal for every believer.

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Northwood Community Church

• As a church, we have committed to the follow-
• ing values.
• We value relevant Bible teaching.
• We believe that the Bible is Gods inspired,
  trust-
• worthy rule of faith for all Christians (2 Tim.
  316). Therefore, we commit ourselves to
  equipping
• disciples through the teaching and preaching of
• Gods word.

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Northwood Community Church
As a church, we aspire to the following
values. We aspire to become an evangelistic
church. We believe that one reason why God has
placed us in this community is to win our
friends and neighbors to Christ (Mt. 2819-20).
Therefore, we will pursue every opportunity to
witness for Him.
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Developing a Values Credo

• I would recommend the third for three reasons.
• 1.You need to clearly identify the value.
• 2. You need to carefully define each value and
  make sure that your team understands and agrees
  with that definition.
• 3. You need to show how the value will work
  itself out practically in your church. Answer the
  question, What difference will this make in our
  ministry?

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Developing a Values Credo

• 1. Turn this work over to the writing team
• wholl draft the final statement.
• 2. The point leader will edit the final docu-
• ment.

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Communicating Values

• FORMALLY
• Written credo (values statement)
• Sermons
• Stories
• Ministries
• Language and metaphor
• Brochure
• Newcomers class

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Communicating Values

• INFORMALLY
• Leaders lives
• The SLTs lives.

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Communicating Values

• Brainstorm some ways that youll
• communicate your values.

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• Questions?