Exploring genuine core values in company culture, distinguishing core and aspirational values, balancing values with organizational decisions, importance of aligning values with hiring practices, and formalizing company values for organizational identity.
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Quick takeaways
Core values shape organizational culture and guide decision-making.
Accidental values can limit diversity and clarity in decision-making.
Deep dives
Understanding Core Values
Core values are crucial for organizations, being the fundamental beliefs that guide decision-making. They are not merely words on a wall but should reflect the true essence of a company. Core values should be enduring and consistently adhered to, shaping the culture and operations. Through examples like Southwest Airlines and Nordstrom, it's highlighted how living these values attracts the right employees and sustains success.
Identifying Aspirational and Permission to Play Values
Aside from core values, aspirational and permission to play values also play a role in organizational culture. Aspirational values represent ideals a company strives for but hasn't fully realized yet. Permission to play values serve as basic standards necessary for employees but may not distinguish the company. Be cautious of accidental values that unintentionally seep into the culture, limiting diversity and clarity in decision-making.
Defining Company Values through Employee Assessments
Companies can define core values through assessments of exemplary employees and past hires. Recognizing the attributes that standout individuals possess helps pinpoint key traits that define the organization's culture. Contrastingly, understanding employees who didn't fit culturally provides insights into accidental values that need correction. The leadership must embody these values for credibility and consistency.
Achieving Alignment with Organizational Values
Ensuring alignment with company values demands engagement from the leadership team onward. It's integral that stated values reflect the actual behavior and practices within the organization. Unique and descriptive values tailored to the company's essence, as seen with companies like Be the Match and Cambridge Engineering, enhance clarity and attract individuals who resonate with those values.
Question #2: How do we behave? Jeff joins Pat and Cody to discuss values and how to create culture in organizations. They break down some of the best and worst company cultures they have encountered and make a case for who shouldn't belong in your organization.
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