Your team is divided on company values. How can you bridge the gap and find common ground?

Facilitate Open Discussions: Arrange a meeting to openly discuss company values, encouraging all team members to share their perspectives. Listen Actively: Ensure everyone feels heard by practicing active listening and acknowledging each person’s viewpoints. Identify Shared Goals: Highlight common objectives and goals that everyone can agree on, using these as a foundation for alignment. Clarify Values: Clearly define and communicate the company's core values, explaining the rationale behind them and how they support the company's mission. Find Overlaps: Identify areas where individual values overlap with company values and emphasize these connections.

To bridge the gap and find common ground when your team is divided on company values, start by facilitating open communication and active listening to ensure everyone's perspectives are heard. Identify shared core values and clarify the points of disagreement, aligning these discussions with the company's mission and vision. Encourage collaboration through team-building activities and inclusive decision-making, and provide training on value integration and conflict resolution. Set clear expectations, hold everyone accountable, and lead by example. Regular feedback and adaptability will help maintain alignment as the organisation evolves.

here are some suggestions on how to bridge the gap and find common ground when a team is divided on company values: 1-Foster Open Communication; 2-Clarify the Company's Core Values; 3-Identify Common Ground; 4-Facilitate Collaborative Problem-Solving; 5-Provide Training and Development; 6-Lead by Example; The key is to create an environment of trust, open communication, and collaborative problem-solving. By focusing on finding common ground and aligning individual and organizational values, you can bridge the gap and strengthen the team's commitment to the company's core principles.

To address this divergence and establish mutual understanding, consider the following steps: 1. Focus on active listening to effectively grasp differing opinions and concerns. 2. Work together to identify the core values that are important to each team member and the organization. 3. Facilitate open and constructive dialogue to encourage honest communication and collaboration. 4. Foster empathy among team members to promote a deeper understanding of each other's viewpoints. 5. Strive to create alignment by looking for common ground and areas of agreement. 6. Implement necessary changes based on the values and priorities identified through this process to foster unity and cohesion within the team.

Bridging the gap on company values starts with open communication. Encourage team members to share their perspectives in a safe and respectful environment. Facilitate workshops and discussions to identify common goals and values that align with the company's mission. Emphasize the importance of diversity and how different viewpoints contribute to the company's success. Create a unified value statement that incorporates these diverse perspectives and ensure it is reflected in company policies and practices. Regularly revisit and reinforce these values through team-building activities and transparent communication, fostering a cohesive and inclusive company culture.

Organizations have mission statement, clearly defined goals, and short to medium term business objectives. Values have two parts, the general moral, ethics, and professional values; and any additions specific to organizations mission, goals, and objectives. These must be clearly defined and communicated to all in the beginning and when anyone joining the company. A regular refresher must also be practiced through usual team building events and frequent message based recaps.

Division in the team is a case of conflict management. Usual and the best way of managing conflict is win-win-win, where the first win is the organization. All must understand and agree to organization's well defined values, as this is the start of a win-win-win. The other two are the two sides within the organization having different opinions in interpreting the organization's well defined values. This is easy part and can be resolved through empathy and bridging the understanding gap.

I would suggest keeping a Coach in the workplace to steer such meditations amongst management and employees as there will always be an unconscious Bias involved while seeking to align or realign organizational values with those of its people. A POC from the management or an HR personnel are not usually the right choice for such interventions.

Don't focus on your differences. To establish unity, focus on where you do align. Continue to galvanize your team's focus through this alignment while actively working on bridging the areas where team members to do not align perfectly. You will at least find micro-alignments...which will help your team become more unified over the long-term. The benefit of this approach is that you will ultimately model an example for the rest of the organization for how a team can openly share differences, approach problem solving pragmatically, align on the big wins and deliver the best possible outcomes.

In case the earlier defined values of the organization need an adjustment due to paradigms shift, it should be carried out under the usual corporate governance practice of change management.