Team Values

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Team Values

• Executive CTDA SessionJanuary 18, 2002

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Agenda

• Introduction
• Opening Remarks
• Appreciative Interviewing
• Paired Interview Exercise
• Break
• Team Values Video
• Table Group Work on Value Themes
• Lunch
• Break Out Group Work on Value Statements and
  Actions
• Break Out Groups Report Back
• Closing

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• In the last analysis, organizations exist
  because stakeholders who govern and maintain them
  carry in their minds some sort of shared positive
  projection about what the organization is, how it
  will function, and what it might become.
• David Cooperrider
• Change Consultant

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Overall Purpose

• To collectively establish a set of values which
  will guide Canadian Tire into the future.

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Today will be Successful if you

• Learn
• Are Inspired
• Leave Committed

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The World of Business is Changing...

• Explosion of information communication
• Accelerating changes in technology
• Increasingly intense global competition
• New business models e-commerce
• Shorter product life cycles
• More diverse, multi-cultural workforce
• Higher expectations for quality, value and service

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The Key to Competitive Advantage

• The ability to learn faster than your
  competitors may be the only sustainable
  competitive advantage.
• Arie de Geus
• V.P. of Strategy, Royal Dutch Shell

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How does an Organization Learn Faster?

• Deep alignment on purpose, values vision
• Culture that fosters risk-taking accountability
• Agreement on goals, strategy, structure process
• Commitment to teamwork coordinated action
• Free flow of high quality information feedback
• Optimism, energy openness to change
• Leadership that inspires through personal example
• Positive reinforcement rewards for learning
• Commitment to personal organizational success

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Foundation for Sustainable Success
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Foundation Definitions

• PURPOSE The central, never-ending reason for
  which the company exists timeless
• TEAM VALUES The core beliefs and shared
  principles that guide decision-making and
  behavior timeless
• VISION An envisioned future for the enterprise
  a vivid description of what the company is
  becoming bound by time environment
• MISSION A tangible, large scale, long-term
  objective that inspires, challenges and focuses
  creative energy bound by time environment

Source Built to Last
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Whats Different About Companies with a Strong
Foundation?
Source Collins Porras, Built to Last, 1994
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Team Values Who are we?

• Examples Integrity, quality, excellence,
  meritocracy, innovation, work hard / have fun,
  social responsibility, care for employees...
• Its not someone elses list Its whats in the
  gut bone deep no artificial flavors not nice
  sounding platitudes not words but true beliefs
  not words but deeds.
• Theres no right ideology. What matters is the
  authenticity of the values and the complete
  alignment of the people, organization and
  processes to them.
• The crucial variable is not the content of the
  ideology but how consistently the company lives
  and breathes it in all that it does.

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Team Values Development Process
EXECUTIVE/CTDA VALUES VALIDATION REFINEMENT
PURPOSE/VISION/STRATEGY COMMUNICATION
PURPOSE VISION DEVELOPMENT
STRATEGIC PLAN
VALUES INTERVIEWS
INTEGRATION
January - July 2001
November - December 2001
July 2001
TODAY
Ongoing
September - October2001
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Appreciative InquiryAn Open Moment

• We live in worlds our questions create
• Be patient and try to love the questions
  themselves. Live the questions now. Perhaps you
  will then gradually, without noticing it, live
  along some distant day into the answer.
• Rainer Maria Rilke
• Answers reflect the past. Questions advise you
  about the future.
• Margaret Somerville, Founder
• McGill Centre for Medicine, Ethics Law

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Appreciative InquirySimple Principles

• The way we know is fateful.
• Seeds of change are implicit in the very first
  question we ask.
• An organizations story is constantly being
  co-authored.
• Positive images of the future lead our positive
  actions.
• Building and maintaining momentum for change
  requires large amounts of positive affect and
  social bonding.

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Many Voices

• In total 366 employees were interviewed from all
  areas of the enterprise
• Store Dealer Level (includes CTDA) 94
• AJ Billes 15
• Brampton Dist 44
• CTFS Burlington Office 78
• EAP 5
• Home Office 114
• PartSource 12
• Petroleum 4

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• Todays customers are leading a revolution
  against business as usual They are demanding
  that companies recognize them as individuals and
  conduct business on their termstodays empowered
  customers are crying out to be treated with
  respect, dignity and courtesy.
• Fred Crawford
• The Myth of Excellence

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Exploring Moments of Leadership in Your Life

• Tell a story of a high point moment . . . A time
  when you were most alive, most engaged, most
  successful!
• When you reflect on this high point, what are the
  things you value most about your work and about
  Canadian Tire?

• Work in pairs.
• Take 15 minutes
• 10 minutes for each interview,
• 5 minutes to capture the essence of the
  interviews on post-it notes.
• Switch roles and repeat.