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ROV Coaching: Gain Return on your Values

ROV Coaching: Gain Return on your Values

‘Values’ may be one of the most frequently used words we hear today, and yet bringing our values to the forefront of everything we do still does not happen as much as it should for our own good and well-being.

The ironic part about this is that we can’t turn them off; we don’t leave our values at work, or keep them only at home. Our values come with us wherever we go, and in whatever we do, for our values determine our behavior.

Considering they are always part of your psyche and your inner power, how much do you get out of your values on a daily basis? What is your usual ROV, your Return on Values?

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Most of us will answer that whatever it is now, we’d like it to be higher, for values are inherently good by nature. If I share a simple listing of universally held values with you, you’d likely say that you want to have them all!

There is a simple exercise I do with people to help them get the highest possible return on their own values. It has the added benefit of focusing on their strengths, and connecting the two. This is what we do:

1. Out of a list of 46 different values, they will choose the 7 they feel the strongest about, the ones that first seem to jump off the page at them as the ones they want to be able to feel a closer connection to. These are the values they want to invest in for a return.

2. Next to those 7, we’ll write a very simple action they will commit to doing, that is connected to that value andto one of their strengths. For example:

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Humility and Modesty. “Self-reflection is one of my strengths, by nature I think before I speak. Today I will focus on the opportunity to give credit where credit is due to someone else sincerely, consciously shaping my demeanor of humility and modesty.”

Appreciation and Gratitude. “I am perceptive at picking out those basic elements which make processes work. Today, I will focus on the people connections in those basic elements, and be sure I voice my appreciation and gratitude to those involved.”

Health and Balance. “Once I decide to do something, I have great stick-to-it-ness; tenacity is my strength. Today I am clearing my morning schedule to begin that yoga program I’ve had my eye on but haven’t yet taken action to start.”

3. Next we’ll assign each VSA (value-strength action) to a day in the coming week, choosing the day it makes the most sense to do it because of the complete day’s framing of all other activities, i.e. we set them up for their best chance of success. On that particular day, that VSA will be their priority to complete.

4. They keep score. From week to week they count up the simple hashmarks they put next to the letters VSA on their calendar. VSA/7= their ROV for the week.

Try it, and you’ll see what a great sense of accomplishment you get. There will be supreme satisfaction in those VSA hashmarks you make! Here’s the list of 46 values you can choose from. ValueList4Lifehack.org

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Postscript: Help me collect positive, affirming values for my list would you? Drop a comment here if you think of a value I haven’t included.

Related reading:
Ho‘omau: Reveal Strengths and Talents
Let’s define “values.”

Rosa Say is the author of Managing with Aloha, Bringing Hawaii’s Universal Values to the Art of Business and the Talking Story blog. She is also the founder and head coach of Say Leadership Coaching, a company dedicated to bringing nobility to the working arts of management and leadership.

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Rosa’s Previous Thursday Column was: A Brave Email Experiment.

More by this author

Rosa Say

Rosa is an author and blogger who dedicates to helping people thrive in the work and live with purpose.

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Last Updated on August 6, 2020

Why Working 9 to 5 Is Outdated

Why Working 9 to 5 Is Outdated

Bristol is the most congested city in England. Whenever I have to work at the office, I ride there, like most of us do. Furthermore, I always make sure to go at off hours; otherwise, the roads are jam-packed with cars, buses, bikes, even pedestrians. Why is that? Because everyone is working a traditional 9 to 5 work day.

Where did the “9 to 5” Come From?

It all started back in 1946. The United States government implemented the 40 hour work week for all federal employees, and all companies adopted the practice afterwards. That’s 67 years with the same schedule. Let’s think about all the things that have changed in the 67 years:

  • We went to the moon, and astronauts now live in space on the ISS.

  • Computers used to take up entire rooms and took hours to make a single calculation. Now we have more powerful computers in our purses and back pockets with our smartphones.

  • Lots of employees can now telecommute to the office from hundreds, and even thousands of miles away.

In 1946 a 9-5 job made sense because we had time after 5pm for a social life, a family life. Now we’re constantly connected to other people and the office, with the Internet, email on our smartphones, and hashtags in our movies and television shows. There is no downtime anymore.

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Different Folks, Different Strokes

Enjoying your downtime is an important part of life. It recharges your batteries and lets you be more productive. Allowing people to balance life and work can provide them with much needed perspective and motivation to see the bigger picture of what they are trying to achieve.

Some people are just more productive when they’re working at their optimal time of day, after feeling well rested and personally fulfilled.  For some that can be  from 4 a.m. to 9 a.m; for others, it could be  2 p.m. to 7 p.m.

People have their own rhythms and routines. It would be great if we could sync our work schedule to match. Simply put, the imposed 8-hour work day can be a creativity and morale killer for the average person in today’s world.

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Productivity and Trust Killer

Fostering creativity among employees is not always an easy endeavor, but perhaps a good place to start is by simply not tying their tasks and goals to a fixed time period. Let them work on their to-do list at their own pace, and chances are, you’ll get the best out of your employee who feels empowered instead of babysat.

That’s not to say that you should  allow your team to run wild and do whatever they want, but restricting them to a 9 to 5 time frame can quickly demoralize people. Set parameters and deadlines, and let them work at their own creative best with the understanding that their work is crucial to the functioning of the entire team.

Margaret Heffernan, an entrepreneur who previously worked in broadcasting, noted to Inc that from her experience, “treating employees like grown-ups made it more likely that they would behave the same way.” The principle here is to have your employees work to get things done, not to just follow the hands on the clock.

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A Flexible Remote Working Policy

Yahoo CEO Marissa Mayer famously recalled all her remote workers, saying she wanted to improve innovation and collaboration, but was that the right decision? We’ve all said that we’re often more productive in a half day working from home than a full day working in the office, right? So why not let your employees work remotely from home?

There are definitely varying schools of thought on remote working. Some believe that innovation and collaboration can only happen in a boardroom with markers, whiteboards and post-it notes and of course, this can be true for some. But do a few great brainstorms trump a team that feels a little less stressed and a little more free?

Those who champion remote working often note that these employees are not counting the clock, worried about getting home, cooking dinner or rushing through errands post-work. No one works their 9-5 straight without breaks here and there.  Allowing some time for remote working means employees can handle some non-work related tasks and feel more accomplished throughout the day. Also, sometimes we all need to have a taste of working in our pajamas, right?

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It’ll be interesting to see how many traditional companies and industries start giving their employees more freedom with their work schedule. And how many end up rescinding their policies like Yahoo did.

What are your thoughts of the traditional 9-5 schedule and what are you doing to help foster your team’s productivity and creativity? Hit the comments and let us know.

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