If you want to ignite a lively debate in your organization, ask what is most important to the organization's effectiveness. When posing this inquiry during workshops, I receive as many different answers as there are participants. No one can agree. Everyone has their own idea of what makes an organization "right" and what makes a job "right." Statements such as "organization charts are important" will divide the class into those who are excited about the concept, those completely negative and some who aren't really sure. Look beneath the surface of the "what's important" debate and you'll find an important key to leadership. Every person comes to work for different reasons. Every person seems to want different things to happen in an organization. Every person has a unique view. What's behind all this? Values. Within each of us is a different set of values that guides and directs us. How we feel, the ideas we have and the actions we take are largely determined by our values. As a leader, you must accept the value differences of others and work with them, not against them. Where do your values come from? Values are learned beliefs. Individuals learn them from their culture in general, and more specifically, from their family, religion, peers, educators and experiences. (Oliver, 1985). Do values change? Yes and no. Yes, values can change over time. Consider a single, twenty-year-old male employee working on straight commission. He's happy, motivated and productive. He meets a wonderful lady, gets married and starts a family. Will his values stay the same? Of course not. Security and responsibility will now play a more important role in his life. Straight commission may not be as attractive as perhaps a base salary plus commission. On the other hand, some of our basic, core values usually do remain constant. Our outlook on life, the importance of community and friends, our willingness to risk, our respect for authority, to name a few values, typically follow us throughout our lives. Why be concerned with values? The study of values can help your leadership be more effective in three areas:

1. Understanding the values of others. This will help yo u improve your effectiveness in communicating with others.

2. Linking individual values with organization values. This is the beginning of real motivation. When individuals see their values played out in the organization they believe more strongly in the organization (e.g., participating in various charitable events).

3. Clarifying your values and acting consistently within those values – the essence of value-driven leadership. Employees respect leaders who "walk their talk." This article is an excerpt from the book, How Good Managers Become Great Leaders, written by Dennis Mannering and Kevin Wilde.