The story of Nurse Next Door: Uncovering your values and putting them into practice – a matter of sheer survival!
Having grown their start-up to 1,000 employees, John DeHart (Cornell ’96) and his co-founder knew their company was doomed if they didn’t make a major shift. They dismissed 40% of their corporate staff and embarked on a journey to identify what their values are. Most importantly, they decided how these values would be implemented in daily operations. Following through was everything. They hire their people on 50% skills and experience, and 50% value fit. The value-interview is done by a different person who can’t be the future supervisor. Today they have 140 offices with 7,000 employees. Keeping seniors out of nursing homes!
- Identify your values and make them intentional
- Operationalize your values: You don’t want your employees to be cynical about values that are only declared but not lived.
- Integrity and passion are entry conditions, not core values
- An intentional culture vs. one by default (direction dictated by circumstances)
- Once values are clear, decisions are easy (Walt Disney)
- Everything and everyone that doesn’t fit your values should go! You can’t be everything to everyone. This also means firing customers.
- Go through all your policies and delete or change those not compliant with your values.
Shared from Stefan Voswinkel (http://familybusinesscatalyst.com/)