The 7 Valora Leadership Principles
«Leadership means setting an example.» Our company faces stiff competition every day. Every day, our customers make a new decision, either for or against Valora. This is the environment in which we each have a committed contribution to make. A contribution which will ensure that our customers remain satisfied or, even better, that they become more satisfied.
The quality of the co-operation between our employees is important to us. We are building a working atmosphere which fosters contentment and personal development. This is a duty which all those in leadership positions at Valora share. The leadership principles set out below aim to inspire our work as leaders and to guide us in our day-to-day behaviour. These principles apply to all Valora employees equally, irrespective of their location or business area, and irrespective of their function.
We encourage and expect entrepreneurial initiative. Our guiding principle is : «One company – one share.»
1. Our thinking and actions are focused on the customer.
Our market environment is subject to constant change. New sales channels, evolving customer needs, new competitors. Change is a constant feature of our day-to-day business life.
We see changes as opportunities. The focus is always on the needs and wishes of our customers. These are what drive necessary change for our company – change which we are flexible, open-minded and courageous in recognising, analysing and implementing. This principle also applies to all those who provide internal services which do not involve direct contact with end customers.
2. We set priorities and concentrate on our goals.
As Valora managers, we have a clear vision for our company and are familiar with our long-term objectives. In our leadership roles, we set clear priorities for our staff. We concentrate on essentials.
This in turn enables us to help our staff set their priorities correctly, devoting their energies first to those tasks which are decisive to ensuring our long-term success.
3. We define our goals according to the SMART principle
We apply the SMART principle to setting and encouraging our staff to set ambitious objectives. SMART means:
S – short (expressed concisely),
M – measurable,
A – achievable,
R – realistic,
T – time-bound (with schedules and deadlines).
Clear delegation requires goals to be well formulated. Only when something is clear, can it be successfully put into effect. SMART objectives are the hallmark of the good leadership which we aim to achieve throughout Valora.
4. We are competent and consistent when making decisions and delegating tasks.
A critical element in our success is good co-operation between different people and different business areas.
We promote responsible employees who think entrepreneurially and carry out their work with initiative, commitment and reliability.
As Valora managers, we motivate our employees by delegating decision-making authority in an appropriate manner. By supporting our staff and providing them with what they need to get the job done, we foster mutual trust.
5. We communicate openly and with respect.
As leaders we set an example. We want to work with people whom we trust and with whom we are able to communicate directly and constructively. Our own conduct as leaders sets the standard for our staff, particularly in demanding situations. That is why we listen to our colleagues and communicate with them openly, honestly and with respect.
6. We address conflicts directly and with a view to resolving them.
We recognise conflicts early, immediately addressing them in a proactive and solutiondirected manner, so that they do not develop further. The longer a problem goes unrecognised, or is ignored, the greater the effort required to restore constructive cooperation. Good leadership thus means identifying sources of conflict early, and seeking dialogue with those involved immediately – even if it sometimes requires a degree of courage to be the first to address an issue which is causing conflict.
7. We learn from mistakes.
We understand and accept our various strengths and weaknesses. As Valora managers, we enable our staff to learn from mistakes. We constantly evaluate the possible consequences of mistakes our staff could make.
Making a decision in uncertain circumstances requires courage. It is also often better than making no decision or deciding too late. Wherever people work, mistakes will occur. We are aware of this and accept it. We therefore work to minimise risks and the incidence of errors by always thinking ahead and always constructively discussing any errors which do occur.
