Aligned beliefs are required for success.
While Jim and Brett decided that the beliefs supporting the e3Tools needed to be identified and presented, the First e3Business Principle requires more than just knowledge of these beliefs. The First e3Business Principle requires that members of an organization share organizational beliefs with one another. This is more fundamental than creating a mission or vision statement for the organization. The key members of the organization have to “walk the walk” of the beliefs.
The e3Business beliefs seek to establish a learning-based culture that values each member, appreciates the organizational structure and priorities adaptability. Members who share these beliefs will be more invested in the success of the organization than members who do not share these beliefs. While some positions may not require members who are fully committed to the organization’s success, key positions require members to accept the shared organizational beliefs.
The e3Business beliefs are intentionally broad for wide spread use, but an organization may adapt these shared beliefs. Organizations with a specific focus or group of members may establish shared beliefs reflecting their specific purpose. Church organizations are one example of an organization that most likely have already committed to a different set of shared beliefs. Committing to shared organizational beliefs sets the tone for the culture of the organization, which affects everything that the organization does. While the e3Tools are often meant to affect change, members who do not value the shared beliefs will often be fairly impervious to change.
Remember: It is easier to fit a round peg into a round hole than to shape a square peg for a round hole. The key is to define the shape of the “hole” to determine what shape of pegs to select.