Core Who? (Part 2)

Hi all,

We're picking back up from our last conversation about core values, and I left you on 

the edge of your seats! So let's jump back into it.

3.       No thesaurus necessary, please

Many organizations, with the intent to “distinguish” themselves from other companies, use big, intricate words to define their values. Forthrightness or constancy sound like a wonderful values, but so do integrity, honesty, or candor…and all five of those words mean about the same thing, but only three of them fit on one line without overtaking the entire page, and can be understood by the common man. Your values need to be relatable to every employee, the C suite all the way down to the custodian. If someone cannot identify with a core value, then don’t be frustrated when you don’t see it being lived! Simplicity speaks louder than anything complexity could write. So keep it simple smarty!

4.       Intangible values need tangible foundations

The number one problem with core values is that once you create them, you think it’s over. Everyone saw the words, heard our lecture on why they’re important, and so let’s see them in action. This does not work. If you want to see your values lived in a certain way, then give your values the life you want them to live! Create behaviors that identify with your values. Show your people what you believe it to mean when you ask them to live the value. We are in a world that wants to analyze everything, and there is nothing wrong with that. Don’t send your guy to a gun fight with a knife. Give them all the tools they need to be successful. If you want to rate your team on how they live their core values in their performance reviews, or want to interview, discipline and reward based on the values, give them guidelines. Obviously understand that you can’t cover every behavior that defines a value, but give enough parameters and people get the idea. The more clarity we provide in expectation, the better the expectation of execution. Further, the better the execution, the better the results.

Core values have a special place in my heart, because I have seen them work in the workplace. When you create a moral fiber in your company that you hold everyone to, yourself included, it lays out the rules of engagement within the team. We know how we will communicate with one another, and we know what to expect of each person, because our values tell us what to expect. It’s like a contract they’ve signed. When new selections join the team, they see what’s expected of them, because everyone at the company is already living it. This creates a culture of accountability to your values, which, if aligned with your vision, will drive you to success.

Zappos! Brands has mastered the use of core values in creating an amazing company culture. Their core values are at the heart of major decisions in the company, and are infused into every aspect of the organization. They are values every employee can get behind, can understand, and most importantly can live. These values produce a motivated workforce, a fun place to work, and solid bottom line. Organizations with highly engaged employees achieve twice the annual net income of organizations whose employees lag on engagement ("Engaging the Employee," A Kenexa Research Institute WorkTrends Report, 2008). Just wanted to give you some food for thought when you wondered if this affected your profits...it does, and it will.

Core values, when implemented the right way, from the top down, can be the magic you’re looking for to reengage your workforce. Just don’t expect it to happen overnight. Integration is a process, but one that is well worth it. Take your time to build a set of values that reflect who you are, who your employees are, and who you all want to be, and you will see the effects over time. It is transformational, dynamic, and most of all, a blast to see in action. May your search for values be short, sweet, and successful. Happy hunting!

Stay inspired, be developed, be the change!

~AI