Values & Operating Principles Workshop

A compelling working environment is created with the help of the individual

Promoting cohesion in your organization between vision, culture and operating principles will maximize synergies at both the employee and corporate level. 

The Poirier Group (TPG) can help influence and embed world class values into the organization, connected to its mission and vision. TPG utilizes a proven methodology to align organizations, delivering sustainable performance improvement and leadership development. We understand the human dynamic and how it affects every aspect of how your business functions – positively and negatively. We have the coaching, support and tools needed to create or return your organization to a high-performance culture. Additionally, we offer executive coaching, conflict resolution/alignment, and leadership development.

We believe it’s very important to clearly and explicitly define company culture, organizational values and operating principles. We utilize a 12-scale system to score human synergistics, focusing on achievement, self-actualization, humanistic qualities, and affiliative qualities. Our team is then able to examine company culture and draw direct correlations to performance and other human capital management metrics.

The Connection Between Culture and Organizational Performance

"Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results."

Andrew Carnegie

Sustainable project success depends crucially on shifting intention in the organization, starting in the C-Suite with management values of trust and accountability. An important step to our approach to any project is creating alignment with leadership of the organization and get them to adhere to a common set of values and ground rules related to the development of organizational trust and accountability. If the leadership team adopts these ground rules, it changes the way they speak, the way they lead, and is an accelerant— and we’d argue, a predecessor— for proper change management.

Employees become more motivated, enjoy greater work satisfaction, and find meaning in relationships and teamwork. Further, they find fulfillment in getting results, whether

in terms of quality, customer service, profitability or sales growth. Their positive behaviours lead to positive results.

What does this mean?
  • Holding a strategic planning and culture workshop to help create and embed the company’s mission, vision, values and ground rules
  • Adopting and integrating a practice of active feedback and accountability — both top-down and bottom-up
  • Preparing training material for and delivering workshops for strategic planning. These are used to change how objectives are set, results managed and accountabilities implemented
  • Creating change management roadmaps and Identifying change sponsors for all key organizational projects.

These workshops often support and enable the organization to implement broader strategic objectives of the project in a much more efficient way. After these workshops management and employees at all levels often feel and demonstrate a greater commitment to teamwork, accountability and the achievement of results.