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Let Values Drive Us

How do we strategically plan for the future of our organizations when massive, unforeseen, worldwide events continue to derail our plans? 

A few months into the COVID-19 pandemic, we began to understand the long-lasting effects the crisis would have on our businesses. It seemed okay to press pause on the plans we had been working on. For many of us, the pandemic didn’t just cause a pause, it effectively blew up our plans completely. We spent many months simply learning how to survive in the dreaded unprecedented times. However, slowly but surely, we began to find a new rhythm. We began creating a path forward for ourselves and our businesses.  

Now, as we sit in what feels like an in-between period and begin to make plans for what our future will look like, we’re faced with another potential threat to our businesses: the Great Resignation 

I’m guessing that this is not the first time you’ve heard this phrase. If you’re unfamiliar, the Great Resignation is a phenomenon currently happening in workplaces across the country. Employees are resigning from their jobs in droves. It’s happening across industries, positions, and pay-rates. And, no organization is free from this threat. All leaders should have it on their minds.  

There are many reasons why it’s happening – the threat of illness, lack of childcare, changes in financial status to name a few. But ultimately, I think it comes down to values.  

You might hear reports that people’s values have changed in the midst of the pandemic. That may be true to some extent. However, I would argue that the main cause for the Great Resignation is the discovery of misaligned values – a discovery that the way we were living did not align with the values we were stating. The pandemic brought that tension to the forefront and showed us the importance of truly living out our values. We began to see what could be possible when we live in alignment.

So, what does this mean for our businesses and our leadership? It is painful to have people leaving regularly, but ultimately, we want people on our teams that match the values of our company.  

A little pain now will lead to thriving employees and businesses in the future.  

There are a few things we can do to retain valued team members and successfully recruit for open positions: 

  1. Ensure that company values are not only clear, but demonstrated day-to-day.
  2. Help all employees, regardless role, understand how their work impacts the mission and supports the values.
  3. As leaders, make time to help team members understand what their personal values are. Show them how their values align with the values of the organization.
  4. Support team members in establishing healthy boundaries regarding their values. Communicate about those boundaries often.  

So, as you begin to make plans for 2022, think about your values.

Do you have them defined as an organization? Can your employees clearly articulate their own personal values? Do you know how to determine if the two are in sync? All of these questions can guide you in creating a successful plan that leads to thriving people working toward a common mission.  


In Milestone Leadership’s strategic planning work with organizations, we help leaders establish Mission Clarity as an essential foundation for effective leadership. And, we help leaders develop clearly articulated Values. Once that’s in place, we help establish a Vision to propel the organization forward over the next three to five years.

With strategic blueprints and a solid foundation, your business could be unstoppable…even with a significant shift in team members.


Written by: Stephanie Brown, Operations Manager – Milestone Leadership

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