Why Most Values Statements Miss the Mark - and What to Do Instead

Most values statements get created like this: Leaders get together for a big meeting (maybe a retreat or offsite) and hold a single conversation on what they think matters.

That’s it – those become the values for the whole organization…

❌ (sound the incorrect buzzer) ❌

Values are meant to influence culture - they are a signal to employees for how the organization expects them to show up.

Since culture drives outcomes, values are a strategic lever for leaders.

So, designing values in isolation over a single meeting misses the mark entirely.

To fix this, leaders need to learn the values that reflect the existing culture and beliefs of employees.

This gives leaders a starting point for where the organization is today and a template to design the path forward.

Once known - leaders can emphasize the values they want and promote what's missing.

Randomly selecting a set of values out of thin air won't resonate and values not rooted in existing culture will be ignored.

If you want to influence culture to support your strategy – then culture must actually BE influenced.

So, next time your team is about to get in a room and devise the values for your organization – make sure the voice of the employee is represented.

Authentic values = Real culture change.