Overview
I remember being young and I’d frequently hear about core values like quality, integrity, and teamwork. I didn’t give it much thought. Even early into my career, I’m sure someone important worked them into a speech and still, in one ear and out the other. However, as my career has progressed, as I’ve led teams, as I’ve participated in leadership trainings, and as I’ve started a business, I’ve come to understand that core values can be infinitely valuable, especially when they’re well-defined and lived out by everyone.
In this article, we’ll discuss why core values are important, how to define them, and how to live them out. We’ll also review an example – our core values, including how they came about.
Why core values are important
They communicate what’s most important
Internally, they define what is important for all employees, from the highest leaders to the most junior staff members. They should be a part of everyone’s job, even if not directly. Externally, they amplify the company’s mission and purpose to customers, shareholders, vendors, partners, and potential employees.
They provide guidance and sense of purpose
When employees have a sense of purpose, they are much more engaged, and they are much more likely to work better under ambiguous circumstances. With as much noise as there is in the world right now, providing guidance can be a major boost to productivity and creativity.
They serve as markers of identity and reputation
When you are known for living out core values, it builds trust and loyalty. When employees are aligned to core values, and everyone demonstrates them as a part of their responsibilities, they’re doing more than just a job, they are serving a mission.
They help determine priorities
How do you prioritize when everything seems like the highest priority? Core values can really help. If customer service is a core value (and it should be for everyone, right?), prioritizing the task that most positively affects customers (external and internal) should probably be prioritized.
How to define them
Solicit diverse views from across the organization
What works well? What enhances and defines culture? What contributes to your mission, purpose, and goals? Write down as many words, phrases, examples, analogies, and even images as you can. Marketing campaigns, customer feedback, and publicity content can help explain how your organization is seen from the outside, which can help define (or refine) core values.
Consider organizations with similar beliefs and goals
Who do you admire and look up to? Who do you use as a benchmark? Who has made a major impact on your teams? Other organizations can often provide great insight for core values that you might want to be defined by (or that you might not want to be defined by).
Filter out items that aren’t the best fit
Anything that isn’t representative of your culture purpose, and goals should be filtered out. If it’s not a resounding yes, it’s a no. Ideally, you should be left with three to five words. Consider synonyms. If you can make an acronym out of it or use words all starting with the same letter, that often helps people remember them. When you’re ready to announce them, make it a big deal! Throw a party!
How to live them out
Communicate them inside and out
Internally, include them in presentations, company-wide correspondence, intranet pages, and other documents. Paint it on office walls! Externally, include them in marketing campaigns, social media, website pages, and maybe even try to integrate them into logos or taglines.
Integrate them in as many discussions as possible
Starting from the executive leadership team, include them in discussions. Make it a part of the language people use every day (i.e. how does this align with our core values?). This must start and continue with leadership to permeate the entire organization.
They serve as markers of identity and reputation
When you are known for living out core values, it builds trust and loyalty. When employees are aligned to core values, and everyone demonstrates them as a part of their responsibilities, they’re doing more than just a job, they are serving a mission.
Tie them to compensation and recognition
When goals are defined, expectations are set, and job descriptions are drafted, tie them to core values. Share clear examples of what great looks like throughout the various functions. And when they are exhibited in a positive way (especially as goals and success are achieved, recognize them! This is amazing for reinforcing positive behavior.
An example: HEART
Shortly before I founded Excelevate Consulting, LLC, I was asked an epic interview question: “If you could describe yourself in just one word, what would it be?” It caught me a little off guard, because it’s not common (even though it should be!). After some brief reflection, I responded “resourceful,” which is pretty accurate and solid. As I reflected on my one word, I came up with an even better one: HEART. It means passion. It means care. It means love. It means the center through which all things are connected. And best of all, it’s an acronym for my core values:
❤️Hospitality – Live the platinum rule – take care of others better than yourself
⚙️Efficiency – Continuously improve and never stop learning
☑️Accountability – Integrity, teamwork, and ownership
🌎Resourcefulness – Figure it out or ask for help, and be creative
💪Tenacity – Roll up the sleeves and get it done
Summary
You might not have thought much about core values before, so I hope this has been enlightening. If you’re struggling to define your core values, ask people how they would describe you and how you’d describe yourself. If I can figure it out, you can too! Once you define them, put them on the wall and spread the word, using them often in conversations. It will become second nature. And when you’re struggling with something, consider which of them align best with the solutions you’re considering.
What core values do you align with? Share your thoughts in the comments below!
Recent Comments