Recently I was out to dinner with my husband and our family friends. As we were enjoying our appetizers, at the table beside us, the restaurant staff had brought out a dessert with the type of birthday candles that resemble sparklers and certainly create attention. The group behind us was singing Happy Birthday and so I turned around to the table beside me and said “Happy Birthday!” To my complete surprise, the man at the table said in a shocked voice, “Karen Snyder!”

It was a senior leader I consult with, and his family was celebrating his daughter’s birthday. What a surprise! As I meet with him virtually, I had forgotten that his company is close by. I was shocked to see him and his family. He did not introduce me, and both parties returned to their meal and conversation. Respecting confidentiality, I did not introduce myself and I did not tell my dining companions how I knew him.

Consciously, I returned to our meal and conversation, but unconsciously my mind floated to the senior leader. Didn’t I have a 1pm call with him the next day? What was our agenda? His kids, young adults, were so attractive and the family looked so happy celebrating what appeared to be the older daughter’s birthday. This was a senior leader who created obstacles when I suggested to him that he meet informally with his staff, so how could I help him see that the value of connection transcends beyond his immediate family?

Do you live the same values in your home as in your work? What values of your home and life are appropriate to take to your workplace?

Confidentiality is a key component of coaching and keeping confidentiality is a key component of trust. Thus, my value of inclusion has to be lessened as I prioritize confidentiality above it. How and when do you reprioritize your values?

If you would like to improve your workplace culture which revolves around trust, leading to better employee performance, let’s set up a consultation regarding how your values transcend the organization.