{"id":7040444,"date":"2026-08-17T07:22:30","date_gmt":"2026-08-17T07:22:30","guid":{"rendered":"https:\/\/peraltafinancing.com\/uncategorized\/balancing-act-value-proposition\/"},"modified":"2026-08-17T07:22:30","modified_gmt":"2026-08-17T07:22:30","slug":"balancing-act-value-proposition","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=7040444","title":{"rendered":"Balancing Act: Value Proposition"},"content":{"rendered":"


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17 Feb<\/span> Balancing Act: Value\u00a0Proposition<\/h2>\n

Six ways to make sure a company\u2019s values mirror your own<\/span><\/strong><\/em><\/p>\n

By Jaclyn Greenberg<\/span><\/em><\/p>\n

\"\"<\/a>A\u00a0few months into Karen\u00a0Hewitt\u2019s employment as a recruiter in the service industry, her boss was let go. The boss, who was chief people officer\u2014and someone Hewitt respected\u2014was laid off along with several other women leaders as part
of company restructuring. \u201cIt didn\u2019t sit right with me,\u201d says Hewitt. \u201cThe employees that were let go were drivers of a welcoming, inclusive, collaborative environment.\u201d\u00a0<\/span><\/p>\n

Hewitt (who uses both \u201cshe\u201d and \u201cthey\u201d pronouns) was concerned about the culture at the company. They spoke to the chief operating officer, who reassured them there wouldn\u2019t be further layoffs. Several months later, Hewitt\u2019s immediate
supervisor was let go.<\/span><\/p>\n

Hewitt was upset with the lack of transparency\u2014it didn\u2019t agree with her personal value of honesty. She also felt that the management that remained wasn\u2019t committed to supporting her growth, and that her personal values didn\u2019t align with theirs, especially as a non-gender-conforming Black individual who had been diagnosed with autism and ADHD late in life. Hewitt didn\u2019t see herself in the homogeneous management now in place, so she resigned after being employed for only eight months.<\/span><\/p>\n

It\u2019s not uncommon for women to begin employment at a company with an assumption about the culture and learn that things aren\u2019t what they expected, or find that changes are made later. Here are several approaches employees can take to avoid this type of misalignment.<\/span><\/p>\n

Identify your values<\/span><\/strong><\/p>\n

Taking stock of personal values helps you understand what you hope for in an employer. \u201cIt\u2019s about self-awareness and being intentional,\u201d says Carolina Caro, team coach at Conscious Leadership Partners. \u201cThis is more than just throwing out words [that describe your values] and assuming that everyone knows what they mean, because I don\u2019t think people do.\u201d You can review your opinions on relationships, achievement, recognition, teamwork, and spirituality.<\/span><\/p>\n

\u201cFor example, if you say family is really important but instead you\u2019re at work 14 hours a day, then your actions are not truly aligned with your values,\u201d says Caro. You need to be aligned with yourself before you can determine whether a company\u2019s culture is a good fit or not.<\/span><\/p>\n

Identify the company\u2019s values<\/span><\/strong><\/p>\n

Everyone works differently. Some people are more competitive, and others like a collaborative environment. \u201cCompanies try to align workers with their culture, but I would rather that a company be transparent and say, \u2018We\u2019re going to expect you to work 80 hours a week,\u2019\u201d says Jo Ellen Green Kaiser, CEO of\u00a0J.\u00a0The Jewish News of Northern California.\u00a0\u201cYou will get better workers that way. People can\u2019t be aligned with the company culture if they don\u2019t know what the culture is.\u201d<\/span><\/p>\n

Melanie Booher, founder of MB Consulting Solutions, says, \u201cIf you\u2019re interviewing with a company and you ask about their culture, sometimes they can\u2019t describe it or they\u2019ll give you some brief language or say, well, here are our beautiful words on the wall. OK, great. The issue becomes that their behaviors need to match.\u201d\u00a0<\/span><\/p>\n

Align points of view<\/span><\/strong><\/p>\n

Booher says, \u201cWe grew up in different towns, we went to different schools, we have different educations, and we probably have different religions or different political beliefs. So how do we get our people to be aligned yet still value diverse perspectives?\u201d<\/span><\/p>\n

The best way forward is to get on the same page. \u201cIf I asked everyone in the room for their idea of integrity, people would write different definitions, but we\u2019re trying to get people to align. To me, integrity means that if I say I\u2019m going to do something, I do it, or I show up on time. I lead with great behaviors.\u201d<\/span><\/p>\n

Companies can put their practices and policies in their handbook. Values can show up in their hiring practices. They also show up in performance management. \u201cWhen I\u2019m getting my annual review, we should be talking about if I\u2019m aligned with the company values,\u201d says Booher.<\/span><\/p>\n

Make sure the company\u2019s values are consistent across departments. Many companies are constantly acquiring new businesses or restructuring, and this can impact how department cultures evolve and change. Pay attention to whether leaders are on the same page. Are they rowing in the same direction? Do they speak the same language?\u00a0<\/span><\/p>\n

You might be interviewed by a
human resources manager who has an understanding of the culture in the company\u2019s HR department, but you plan to be working in the finance department. Have conversations with your direct manager to clarify their understanding of the local culture and of how it fits into the wider culture of the company.<\/span><\/p>\n

Activate your choice\u00a0<\/span><\/strong><\/p>\n

Once you\u2019re aware of your values, it\u2019s easier to know what your deal-breakers are. \u201cBe conscious of what you\u2019re accepting if you stay [at a job],\u201d says Caro. A company may not produce a product that aligns with your values, but it offers a good work-life balance, is supportive of your growth, and pays well. A job won\u2019t always check all the boxes, so knowing what will push you over the edge versus what you can tolerate, is key. You may think to yourself, \u201cI\u2019m swallowing this, which is incongruent with my values,\u201d says Caro. \u201cBut if I know I am making this conscious choice, it\u2019s easier to be present and happy at work.\u201d<\/span><\/p>\n

Another option is to volunteer after work at something that fulfills your personal values. Because you need to support your family, you might choose to work for a place that, for example, is not doing anything positive around social justice. \u201cInstead, you say, \u2018I\u2019m going to set aside this other thing and maybe I\u2019ll do it as a volunteer, since it\u2019s not part of my work life,\u2019\u201d says Kaiser. \u201cThere are times where you\u2019re going to have these conflicts.\u201d<\/span><\/p>\n

Consider another department<\/span><\/strong><\/p>\n

Finally, if you sense a misalignment, communicate your concerns to management. \u201cMake sure you\u2019re reading the situation the right way,\u201d says Caro. \u201cPeople think they can\u2019t make a change at work, but they don\u2019t recognize the power they have.\u201d\u00a0<\/span><\/p>\n

If it turns out your values are far off from those of your department, consider transferring within the same company. Another department may be a better fit, saving you and the company from a severed relationship.<\/span><\/p>\n

At the end of the day, routinely feeling disrespected and working with leaders who don\u2019t walk the talk, may make remaining with the organization untenable.<\/span><\/p>\n

Rather than working for a large company, Hewitt now runs two businesses, with team members who work for her. \u201cI am transparent with things I need and make sure to give my employees deadlines a couple of days in advance. I give people grace and compassion, and I don\u2019t question my intuition anymore. I am an active disruptor if I observe people not treating others with respect.\u201d\u00a0EW<\/strong><\/em><\/span><\/p>\n

Jaclyn Greenberg is a freelance writer who focuses on content related to disability, accessibility, and inclusion.<\/span><\/em><\/p>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"

17 Feb Balancing Act: Value\u00a0Proposition Six ways to make sure a company\u2019s values mirror your own By Jaclyn Greenberg A\u00a0few months into Karen\u00a0Hewitt\u2019s employment as a recruiter in the service industry, her boss was let go. The boss, who was chief people officer\u2014and someone Hewitt respected\u2014was laid off along with several other women leaders as […]<\/p>\n","protected":false},"author":1,"featured_media":7040445,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[202891,188609,106447,97872,106448],"tags":[7622,11313,21510],"dealstore":[],"offerexpiration":[],"class_list":["post-7040444","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-balancing-act","category-dw-life","category-executive-woman","category-front-page","category-new-articles","tag-act","tag-balancing","tag-proposition"],"yoast_head":"\nBalancing Act: Value Proposition - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=7040444\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Balancing Act: Value Proposition - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"17 Feb Balancing Act: Value\u00a0Proposition Six ways to make sure a company\u2019s values mirror your own By Jaclyn Greenberg A\u00a0few months into Karen\u00a0Hewitt\u2019s employment as a recruiter in the service industry, her boss was let go. 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