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When embarking on a culture transformation project, one of the first steps many organizations take is to develop a set of value statements or guiding principles. This is a critical step—after all, these statements serve as the beacon guiding your organization toward its desired culture. However, while value statements are necessary, they are not sufficient. If we want people to behave in a way that aligns with these guiding principles, we must do more than just display them as posters on the wall.

From Words to Actions: The Challenge of Implementation

The real challenge lies in translating these high-level value statements into the specific behaviors that should be exhibited during day-to-day tasks. Without this translation, even the most thoughtfully crafted value statements remain abstract ideals, disconnected from the reality of daily operations. This is where the concept of Principles in Action comes into play.

One of the most effective methods I’ve found to bridge this gap is through Principles in Action Workshops, where we create role description sheets that directly translate guiding principles into observable, actionable behaviors.

Principles in Action Workshops: A Practical Approach

The process of creating role description sheets begins with gathering a group of 10 or more people who hold similar roles within the organization. Here’s how the workshop typically unfolds:

1. Discuss the Guiding Principles: The group starts by reading and discussing the guiding principles in their own words. This ensures that everyone has a common understanding and can articulate these principles clearly.

2. Identify Key Tasks: The next step is to brainstorm three to five tasks that the group performs on a daily basis. These tasks should be representative of the core responsibilities of the role.

3. Create the Role Description Sheet Together: As a group, we select one task and collaboratively fill out the role description sheet for that task. This sheet translates the guiding principles into specific, observable behaviors that should be demonstrated when performing the task.

4. Breakout Groups: The group then divides into smaller teams of two to three people, with each team repeating the exercise for one of the remaining tasks.

5. Group Reporting: Each smaller group presents their completed role description sheet to the larger group. During this phase, it’s often beneficial to involve the leaders so they can hear firsthand how the team interprets the guiding principles in their daily work.

The Power of Role Description Sheets in Culture Transformation

The output of these workshops—the role description sheet—serves multiple purposes:

• Daily Reminders: These sheets can be posted in common work areas to remind the team of what living the guiding principles looks like in their specific roles.

• Recruitment and Evaluation: They can be used as a guide when interviewing candidates or evaluating current employees, ensuring that the behaviors aligned with your values are consistently emphasized.

• Training Tool: Role description sheets also serve as valuable training aids, helping new employees understand what is expected of them in terms of behaviors that align with the organization’s values.

Advantages of This Approach

One of the most significant advantages of using role description sheets is that they foster ownership of the behaviors. When the team participates in defining what behaviors align with the guiding principles, they are essentially telling the leader how they should behave in a way that is consistent with the organization’s values. This process not only builds the skill set of recognizing behaviors aligned with the guiding principles but also creates a sense of ownership among team members, which is crucial for sustained culture change.

A Real-World Example

To illustrate this process, I’ll share an example from a culture transformation project with one of my clients, who was focused on creating a culture of Operational Discipline and Principled Entrepreneurship. We began by defining seven guiding principles that articulated the culture they aimed to build. We then conducted Principles in Action Workshops, which resulted in the creation of a role description sheet for a machine operator role.

This sheet detailed how the guiding principles translated into specific actions and behaviors for tasks such as shift turnover, lockout operations, and operator rounds. For instance, under the principle of “Integrity Above All,” the sheet outlined expectations like “Complete and accurate reporting of numbers and equipment status” and “No pencil whipping; all records are accurate and truthful.” This level of detail helps ensure that the guiding principles are not just abstract concepts but are lived and breathed in the daily work of the team.

Conclusion

Culture transformation is a journey that requires more than just well-crafted value statements. It demands practical tools that translate those values into specific, observable behaviors. Role description sheets are one such tool, offering a clear and actionable way to embed guiding principles into the fabric of your organization’s daily operations. By involving your team in the creation of these sheets, you not only ensure alignment with the values but also foster a sense of ownership that is critical for lasting change.

As leaders, it’s our responsibility to move beyond words and empower our teams to live the values we espouse. Role description sheets provide a tangible, actionable way to do just that.

You can download an example Principles in Action: Role Description Sheet on our website here.

#enablingempowerment #decisionmaking #leadership #empoweremployees #culturechange

Christopher Seifert is a leadership consultant and author of “Enabling Empowerment: A Leadership Playbook for Ending Micromanagement and Empowering Decision-Makers.“

For more insights on creating empowered teams and driving cultural transformation, connect with him on LinkedIn or visit www.enablingempowerment.com.