How do staff internalize Jeremiah values? A recent team-building exercise focused on uncovering the beliefs we have about each word and a discussion about how each value makes us believe, feel, think and do. It was an opportunity to think about the values and also to get insight into team members.
Innovation is a value Danyelle Antone from Boston is particularly excited about.
“Innovation is what attracted me to Boston in the first place,” she said. “It’s a new model and I appreciated Emilia (Executive Director) giving me the autonomy to create community and find new ways to look at how we do program.”
The family-focused value struck a chord with Danyelle as well.
“It was a nice reminder that our entire work culture is family-focused, not just for the families we serve. It includes families of staff and paying attention to work-life balance.”
Gaining insight into team members is another benefit. Valerie Eubert from Austin enjoyed the opportunity to gain understanding.
“Everyone has such diverse perspectives,” she said. “And it was interesting to see how individual roles within a team or the overall organization also impacted what teammates believe, feel, think and do.”
Valerie’s most important takeaway?
“There was a lot of energy in the exercise with contributions from the entire team. It was inspiring to have everyone fully engaged in fleshing out the organizational values.”
Here are just a sample of some insights from other team members:
. . .my inner warrior rising. …trusted. …like I have possibilities.
And I do
I provide others with opportunities and motivation. I hold people accountable and responsible for outcomes. I have confidence in the collective.
. . . that preconceived notions can influence the collaboration; they need to be put to the side. …that I have inherent biases. …that I have to seek to understand the people that I’m working with. …that the needs of the group may outweigh the needs of the individuals within the group.
And I do
I ask for participation and opinions. I clearly communicate roles. I invite feedback. I communicate the why. I listen. I ask smart questions. I thank people for their contributions.
. . . about uniqueness and differences. …that everyone brings their own experience. …that because families are these unique microcosms, . . .it’s important to understand how families influence individuals.
And I do
I treat my team with the respect that I do with my family. I allow myself and colleagues to put their families first. I plan family events. I ask people about their family.
…that people can be their authentic selves. …that everyone deserves a spot at the table and all have the right to contribute. …that it’s the right thing to do and not because it’s the expected thing to do.
And I do
I share feedback and ask for feedback. I celebrate the diversity that is involved, whether a meeting or a process. I recognize people for bringing their full, authentic selves. I facilitate the sharing of ideas. I’m willing to feel uncomfortable. I consider whether what I’m doing is inclusive or preventing someone from being able to fully participate.
about efficiency in my job; making it easier. …about what are others doing.…about best practices; what I can learn from best practices. …about how to use the best of what’s been done, to create something better.
And I do
I implement a new empowerment curriculum and system. I share our model with others so they can impact more families. I try to create ways for others to find joy in giving.