On April 9th Megan Spurrell and I spoke at the CAGP National Conference in Edmonton on values-based management. The following article is a condensed version of that presentation.

Values-based management (VBM) is a value- and human-centered approach to leadership at work. Values-based leadership explores the shared values between a leader, their team, and their organization. It embraces the idea that people are motivated by, and systems are organized according to, values. Values-based leaders consider their personal values and the values of their organization when making decisions, managing their teams, and building strategies. They model these values for team members and genuinely connect them to the work they do.

Let me give you an example.

One of my values is “Chop wood, carry water” which means that I will never be too “good”, “well credentialed” or “experienced” enough to not pitch in when a hand is needed. So, when my signature event happened a few weeks ago—I was driving a U-Haul and hauling boxes. Did I occasionally have to say out loud “Chop wood, carry water” when I was feeling frustrated and overwhelmed? Yes, I did. But, at the end of the event, I knew that it had been a true team effort, and that I was able to lead but also step back to let my team shine in their roles.

Why do we need VBM?

We have a leadership crisis in this sector. Fewer people are opting to become leaders, something that is especially true for racialized communities. Why? Because each year expectations in the workplace increase, but often without a comparable increase in expense spend or compensation. Many of you got into fundraising because you believed in something and were willing to take a slightly lower pay rate to be able to work in support of that belief. But now, capitalism and corporate approaches and structures have infiltrated the nonprofit world, increasing the work and the pace of output but without additional compensation.

If we want to solve the leadership problem and (realistically) the turnover that we have in this sector, we need to overhaul our approach to leadership. We need to moving from hierarchical and dictatorial structures into a place of open, honest communication.

How might you bring this into your workplace and work style?

There are a few key steps to follow to get started:

1. Identify your core value(s). Generally, you want it to be 3-5 words but one is okay too. If you are struggling with this, think about what your partner, your kids and your bestie might say about you. My current core value, for example, is the campsite rule of “leave it better than you found it”.
2. Talk about core values openly with people you trust in the workplace. Let them know your personal “why” and give them context around it. It will change the way that you approach conversations—for them and you.
3. Find your people. Not everyone is going to be on board with this approach as it will be well outside their comfort zone. That’s okay. Those who are onboard will gravitate toward you and a community will form.
4. Sit in the discomfort. When you change how you lead and bring in your personal values it will bring feelings of vulnerability. That discomfort is the change being made, revel in it where you can.

How do I make the case to my colleagues that this change is the right one?

Values based management has a lot of exciting outcomes. It can—

Harness collective problem-solving

• Removing focus from individual performance invites genuine collaboration
• Operating from a common set of values improves cohesiveness and willingness to work together
• Putting more heads together on a project leads to more creative and imaginative solutions

Empower smarter and faster decision-making

• Faced with difficult circumstances, values offer guidance and insight into preferred solutions
• Values provide a reference point to guide actions and decisions, rather than a set of standard operating procedures

Encourage reflection and development

• Values-based leaders constantly reflect on their decisions and motivations, helping them evaluate their choices, actions, and motives to see if they still align with set values
• Values can be occasionally re-evaluated to see if they're still relevant, while developing better strategies to enforce them
• A values-based leader understands the inevitability of change, accepts criticism, and may involve employees in the assessment process to learn different perspectives

Improve team satisfaction and prevent turnover

• When people are working from their values, they are happier
• People who are empowered to live in their values at work are deeply satisfied and they’re willing to work for a little less compensation

Want to talk more about how you can lead from your values or how you can talk to others in your workplace about it? Reach out – I’d love to chat.

Laura Champion is the Senior Director, Fund Development at Lumenus Foundation. She is the Founder of the AFP Speaker Discovery Series, was Chair of AFP GTA Congress in 2020, and has spoken all over the globe. She has a deep love for fundraising, learning and her one-eyed wiener dog, Mortadella.