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Problem: Without clear shared values, employees may feel disconnected from the organization's purpose and goals.

Solution: Develop and communicate shared values that align with the mission and vision, making them visible in daily actions, training, and rewards, so everyone feels connected and guided.

Introduction:

Creating meaningful corporate values involves aligning the mission, vision, and purpose of the organization with principles that guide daily behavior and decision-making. Organization culture—rooted in its core values—is essential for success and employee satisfaction. Developing these values requires a collaborative and thoughtful process to ensure they resonate with everyone in the organization and are upheld through actions and policies. See also Mission Vision Values

Tools:

• Establish the Purpose and Intent:
• Clarify why your organization wants to define or redefine its values.
• Consider what you want these values to drive (e.g., employee behavior, donor interactions, organization decisions).
• Involve Leadership and Key Stakeholders:
• Begin with input from senior leaders and founders who embody the organization’s original purpose.
• Identify key stakeholders across different departments to ensure a holistic perspective.
• Gather Input Across the Organization:
• Survey employees at all levels to understand their perceptions of the current culture.
• Ask employees about behaviors and principles they feel best represent the organization.
• Collect feedback on what values inspire them and where they see room for improvement.
• Define Key Themes and Patterns:
• Analyze feedback to identify common themes.
• Group related ideas into broader categories (e.g., donor focus, innovation, integrity).
• Review these themes in context of the organization’s mission and long-term goals.
• Draft Initial Value Statements:
• Create draft statements based on identified themes, ensuring each value is clear, actionable, and unique to your organization.
• Use language that resonates with your team, avoiding jargon or generic statements.
• Gather Feedback on Draft Values:
• Present the draft values to a cross-section of employees for feedback.
• Host focus groups or workshops to discuss how each value might look in practice.
• Refine the values based on constructive input, aiming for concise, memorable wording.
• Refine and Finalize Values with Leadership:
• Review the refined values with senior leadership to ensure alignment with the organization’s strategic vision.
• Obtain final approval from executives to signal commitment to the values.
• Develop Behavior-Based Examples for Each Value:
• For each value, define specific behaviors or scenarios that illustrate how it should be practiced.
• Use real examples or hypothetical situations to clarify expectations.
• Incorporate Values into Onboarding and Training:
• Integrate the values into onboarding materials to communicate them to new hires.
• Create training programs that reinforce how to live the values in daily tasks and interactions.
• Embed Values into Performance and Reward Systems:
• Include values-based assessments in performance reviews.
• Recognize and reward employees who exemplify the values, making them an integral part of career development.
• Communicate and Celebrate the Values:
• Share the values visibly throughout the workplace and on organization materials.
• Regularly celebrate employees and teams who demonstrate these values through newsletters, meetings, and events.
• Reevaluate and Update Values Periodically:
• Schedule periodic reviews (e.g., annually) to ensure values remain relevant and meaningful.
• Be open to adapting values as the organization evolves, seeking input from employees on any needed adjustments.
• While each organization’s values will be unique, they must be documented in a central Single Source of Truth for easy reference and accountability.
• These values should then be brought to life through habits, rituals, and workflow practices. Provide clear definitions, examples, and measurable success criteria so that every team member knows how to understand and activate them.
• Shared values also act as guiding principles, empowering individuals to make decisions with confidence. By providing a framework for applying values in day-to-day operations, you remove guesswork and enable more informed, value-driven decisions.