Vision Examples. Difference Mission vs. Vision. Difference Mission vs. Vision. Values 9/6/16

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1 Vision Examples Difference Mission vs. Vision Ø Amazon: Our vision is to be earth's most customer-centric company; to build a place where people can come to :ind and discover anything they might want to buy online. Ø Nike: To be the number one athletic company in the world. Ø Missio Nexus: To see missional leaders accelerating the fulfillment of the Great Commission in servant partnership with the church globally. The most asked question surrounding Mission, Vision and Value is: What is the difference between a Mission and a Vision? Difference Mission vs. Vision Values Ø Your Mission is what you do best every day. Ø Your Vision is what the future looks like when you deliver on your Mission so exceedingly well. Ø Organizations tend to be meshed together by a unique blend of personal and corporate values. Ø These values are important to its employees, leaders and stakeholders

2 What is a Value? Ø From the human resources perspective, it is one that re:lects the heart of your organization. Ø It is what makes your organization tick; it decines your organization. What is a Value? Ø It is how your community views your behavior toward them; it is your culture when dealing with donors. Ø It is what employees tell their neighbors and friends when they ask, what it is like to work at your organization Values Reference Point Example Always include a reference point at the beginning: Ø Prevents looking holier than thou. Ø Admits you are not perfect. Ø Sets the values in context. We are a Christ centered organization. As such, we respect each other and collectively support the following Values in the way in which we operate and treat each other both internally and externally to the organization

3 Reference Point Example Values Examples While we are imperfect people and may at times fail ourselves and others, we are committed to holding each other accountable so that our behavior re:lects these Values. Individual Responsibility: We believe in holding ourselves accountable. We deliver on our own promises and we always endeavor to use good judgment. Ownership: We own our decisions, we own our mistakes, we own our achievements After you have a Mission Vision and Value Statement How do you integrate these values into your organization to reinforce and drive the culture you desire now and into the future? The Typical Answer: Hang them everywhere! That is one idea, but don t stop there. That approach often becomes super:icial, because many will tend to view it as just a program of the month

4 Ø Mission, Vision and Value Statements must be reiterated over and over. Ø This can be done subtly and administratively to incorporate them into what we do on a daily basis. Ø We must ensure that our people understand them. Ø We must ingrain them into our organization by constantly reinforcing them through our HR practices. Along with displaying the Mission, Vision and Value Statement it is advisable to Ø Include them in everyday conversation. Ø Arrange for Executives to speak to the Mission Vision, and Value Statement at Town Hall Meetings Other ways to promote the Mission, Vision and Value Statement Ø Publish them on your website. Ø Include them in interview packages. Ø Integrate them into your core HR practices. What are Core HR Practices? There are many core HR practices. Some examples include: Ø Compensation, Fair Labor Standards. Ø HR Acts (FLSA). Ø Bene:its administration. Ø Leave administration, FMLA, ADA, etc

5 More Core HR Practices Ø Bene:its compliance Ø HIPPA practices (The Health Insurance Portability and Accountability Act) Ø Discharge management Core HR Practices, Continued Ø Employee relations, investigation, etc. Ø Employee retention. Ø Safety and workplace violence. Ø Employee training. Ø Management development. Ø EEOC Compliance, :iling EEO 1 report What are Core HR Practices? Although there are true core HR practices, I will be sharing six with you today that support integrating the Values into your culture. Core HR Practices to Support Your Values: Ø Policies- Handbook/Core Policies. Ø Recruitment Interviewing for Success. Ø Annual Review Performance for Organizational Results (POR). Ø Job Descriptions What you do and how you do it. Ø Communications Newsletter. Ø Employee Support Employee Assistance Program