Let’s set any leadership responsibility we hold to the side briefly and think about how much an organization’s values - specifically, how each team member does or does not uphold those values - impacts our desire to do business with them. As regular Joe’s, clients or even just members of the communi...
A great team will definitely care about the core values we exemplify as we build the foundation for our organization, but that’s not where the importance of those values stops. How leaders, as well as each team member in an organization, live out those values will impact business relationships with ...
Throughout Leading With A Clear Purpose, I emphasized how important it is for everyone in a leadership role to understand exactly why they do what they do, to share a message with our teams detailing why our organization exists, and to help each team member understand their own purpose while connect...
Having looked at how much folks within our organizations need us to exemplify what we’re holding up as core values and detailing how unlikely we are to build a great team without those values being a legitimate part of what we’re doing on a daily basis, let’s dig into some practical steps each of us...
As I shared what I’ve observed personally over the last several years for what I believe is a textbook example of using core values as a foundation for an organization, I mentioned how I’ve seen Craig and Kim work to ensure every member of their team understands exactly what each value looks like in...
 Since I had no direct authority over the team of behavior-based safety observers supporting me, earning and maintaining their trust was a crucial part of why they chose to remain engaged in the process when it would have been easier for each of them to focus solely on their actual job requirements....
Make no mistake, providing behavioral examples that define our core values doesn’t have to be through some elaborate presentation for the world to see, or even done with a nifty slideshow in small groups. It’s far more important that we exemplify the appropriate behaviors personally and that we reco...
We’ve looked at how things can go really wrong without strong organizational values in place and how easy it can be to fall short of providing a picture of those values for everyone on our teams. We’ve also dug into how, even with specific values listed in various places throughout our office, we ca...
Before we walk through a few steps we can take to remove every bit of ambiguity we possibly can from the core values our organization operates on, let’s tackle an issue every leader faces at one point or another: even when we detail exactly what “doing good” looks like for each of our team members, ...
I started my first full time job just after turning fifteen years old and, as they say, the rest is history… But that history makes for a good story every now and then! In this case, the story won’t be all that funny but it’s certainly relevant why it’s so important for us to remove the ambiguity th...
If we want to have any chance of removing the ambiguity that too frequently surrounds the values listed on our conference room walls and detailed through the first few pages of our employee handbooks we’d better be sharing specific examples of what those core values look like in the workplace. To en...
Since that large tech firm’s “staggering $75 million loss attributed to misaligned goals and unclear expectations” that I’ve referenced twice now could be a bit more than you or I will experience in our own roles, let’s make it a bit more personal and consider what our numbers could be… First though...
