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Writer's pictureLeslie Speas

A BIG Missed Opportunity for Alignment & Accountability

Core values are the principles that guide and drive an organization’s purpose and goals. They should be used as a compass to guide every aspect of an organization, from decision-making to hiring and firing to strategy and performance management.


As a Consultant, I have seen lots of opportunities for Core Values to be used more strategically - or really to be used at all. They are often just posted on the wall, and no one knows or applies them on a daily basis. And many organizations don't have them at all.


WHY ARE CORE VALUES SO IMPORTANT?


Core values make it easier for a company to:

  • Make decisions

  • Communicate principles to clients, partners, and stakeholders

  • Hire employees with the right attitude and as many shared values as possible

  • Hold employees accountable for displaying behavior that fits in with the Core Values


Additionally, companies find that employees who are aligned with their company’s core values are more engaged in their work.


TYPES OF CORE VALUES


Core Values – The 3 to 6 behavioral traits inherent in an organization. They lie at the heart of the organization’s identity, do not change over time, and must already exist.


Aspirational Values – These are characteristics that an organization wants to have and believes it must develop to maximize success. They are not natural or inherent and must be purposefully inserted in the culture. They should not be included in core values.


Permission-to-Play Values – These are the minimum behavioral standards required in an organization. They are important but don’t serve to clearly define or differentiate an organization from others (i.e., honesty, integrity, respect).


To isolate the Core, ask, Is this trait inherent and natural for us, and has it been apparent in the organization for a long time? Or is it something that we have to work hard to cultivate? 


A core value will have been apparent for a long time and requires little intentional provocation.


CORE VALUES EXAMPLES


  • Continually strive for perfection

  • Does the right thing

  • Compassion

  • Shows honesty and integrity

  • Hungry for achievement

  • Encourages individual ability and creativity

  • Maintains accountability

  • Customer first

  • Works hard

  • Continuous improvement

  • Help first

  • Exhibit professionalism

  • Encourage individual initiative

  • Growth-oriented

  • Treats everyone with respect

  • No entitlement

  • No cynicism

  • Humbly confident

  • Committed

  • Fun

  • Fairness

  • Encourage teamwork

  • No Eeyores

  • No drama

  • Expect excellence

  • Tenacious

  • Keep it real

  • Genuine

  • Authentic

  • Personal responsibility

  • Cost-conscious

  • Unwavering Determination

  • Hungry to achieve

  • Ethical

  • Empathy

  • Social responsibility

  • Teamwork

  • Inclusive

  • Courage


NEXT STEPS


Ask yourself:

  • Does my organization have 3-6 core values based on the guidelines above?

  • Am I reinforcing the core values regularly and using to guide hiring and behavior?

  • What can I do better to bring the Core Values to life moving into 2025?


If you have Core Values in place, ask yourself:

Is what's happening on the wall, happening in the hall?

If not, you have opportunities!


NEED HELP?

If you'd like help developing or leveraging core values, reach out to leslie@influencehrconsulting.com


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