How Actions Reflect a Leader’s Values

How Actions Reflect a Leader’s Values

        Sarah is a billing office manager for the health system that owns the building in which the office is located. Through her actions as a leader and the use of key practices such as; engagement, participation, humanity, life, meaning, play and identity, Sarah has successfully put together a team of motivated and loyal employees, who displays astonishing values and are able to also produce results (Hess & Cameron, 2006). This chapter discusses values based leadership and how it is located in the practices of an entire workplace, not just in one person alone (Hess & Cameron, 2006).  

        Through Sarah’s actions as a leader she created and demonstrated daily values that helped to shape the office culture and atmosphere. Sarah used her past experience to influence her future choices and made sure to walk the talk, leading by example, and always encouraging those around her. Sarah’s leadership practices helped the department as a whole come together and achieve outstanding goals as well as created a positive employee mindset where they want to grow and thrive (Hess & Cameron, 2006).

Developing a Values-based Culture

Establishing a values-based culture begins with the leader and how effectively they are able to understand their leadership style and lead themselves (Frost, 2014). Once a leader is able to lead themselves, then they can successfully lead others, helping them to grow individually as well as a team (Frost, 2014). Personal accountability is big in developing not only a values-based culture, but a culture of integrity and doing what is right (Quick & Goolsby, 2013).  The best way to create this type of atmosphere is to have a code of conduct that is explicit in its high standards, as well as clear on repercussions if they aren't met. This includes the leaders as well. To show this, the leader must be transparent and open. The leader should have open dialogues with the workforce, and allow other to regularly question and challenge them.

Additionally, Sarah suggests that hiring the right person for the job is one of the most important things an organization can do if they wish to develop a values-based culture (Hess & Cameron, 2006). In this case study, Sarah goes the extra mile and includes members of her team in the decision making process. This ensures that the person is truly a good fit for the working environment as well as the team.

Biblical Connections

        Through her actions as a leader, Sarah shows love, encouragement, humility, and integrity. Micah 6:8 states, “The Lord has told you what is good. He has told you what he wants from you: Do what is right to other people, love being kind to others, and live humbly, trusting your God” (ICB). Leaders who are motivated by values often receive blessings from the Lord. Leaders with a values-based mindset live and work in full confidence knowing that the right principles guided their leadership decision, regardless of what people may say or what may happen in the surrounding environment. Having a Micah 6:8 mentality helps to create a workplace where there is respect for each employee, builds trust, loves, encourages, and allows employees to explore their talents and skills while building the kingdom of God up.