Step 1 in Defining Your Core Values

When you start to think about the Core Values of your organization, it’s easy to jot down words or phrases that aren’t executable. Either they are too aspirational, too vague or too generic. If you want your team to embody your Core Values in everything they do, they have to be realistic, specific and compelling to them – and not compelling to others.

This last piece is interesting because if you do it right, it can repel people who don’t believe in your Core Values. The idea of repelling anyone from your company seems scary but it’s extremely powerful. By focusing on behaviors that are specific to the herd you are trying to inspire, it connects the team on a deeper level. Now they not only work together but they believe in something together. This creates a feeling of community that can increase engagement and insight initiative.

So, where do you start?

Well, think about the best, most engaged members of your herd. What beliefs, behaviors or traits do you see in them that keeps them delivering results and keeps them happy?

Step 1 is simply to write those things down.

Those folks are the heart – the “core” – of your company and to be able to define what about them makes them so special can be a great starting point to defining your entire company’s core values.

Make sure to get perspective from others on the team when you do this exercise. A small group with a mixture of “leaders” and “do-ers” will ensure you are seeing this list from all angles and will get you a more robust representation of what the ideal Core Values should look like.

Stay tuned for more about Defining Core Values next week when we dive deep in to Step 2 of this 6 Step process.

If you’re curious to know more or need help executing, put some time on my calendar at Strengthen Your Herd.