Do Core Values Matter?
This blog was originally posted as a LinkedIn article in 2023.
Core values are commonplace in most modern companies, including many organizations we work with. Even so, I’ve never been a huge fan. They often fall flat and seem, well, phony. Too often, they’re just another item on a long list of things leaders adopt because it’s what “real” companies do. A lot of the time, you can smell the phony from a mile away. And if we can smell it, your team definitely can.
It can be tempting to quickly identify some basic values to guide your organization, but insincere values can do more harm than good. I love how Patrick Lencioni, one of today’s leading voices in core values, cautions against this:
"Empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility."
- Patrick Lencioni, Author and Founder of The Table Group
So while values are foundational to organizations, if you choose ones that don’t mean anything to your staff, it can be detrimental to the growth of your organization. Lencioni has identified a few types of values that do more harm than good:
Aspirational values are goals to achieve but aren’t currently true of your organization.
Permission-to-play values are minimum standards that fail to distinguish one company from another.
Accidental values arise spontaneously without being cultivated by leadership and take hold over time.
So how do you create core values that matter?
Good values function in three important ways:
They are the foundation of your employee and stakeholder experience.
They tell people how you want to be held accountable.
They distinguish your organization from others.
Here are some tips to help you get there:
Be Honest. Instead of focusing on where you want your organization to be or what the bare minimum is, think about what is true of your organization, your team, your culture… What gets prioritized already? What was important to you when you first started your organization? What is most important now? Answer these questions to help you define and describe your core values.
Follow Through. You might craft the most beautiful, meaningful statement of core values anyone has ever seen. It will mean nothing if you do not implement those values. Make sure your values are more than just words on a wall, your website, or a page in the HR book. Incorporate them into your daily operations. Revisit them during staff meetings. Share stories with each other about how you delivered on that value recently. Make your values a core part of everything you do.
Many organizations revisit and refine their core values statements during the process of strategic planning. At Quire, we apply human-centered design practices to the process of strategic planning so that as collaborative partners we can help you develop a plan that responds to your reality and aligns with your mission. If it’s time for your organization to update your strategic plan and take a closer look at your values, schedule an initial consultation here. We would love to work with you!
