Values-Driven Corporate Culture

There are two certainties besides death and taxes. First, change will continue at a rapidly increasing rate. Change is the only constant; whatever is today will be different tomorrow. All you have to do is observe advances in technology to understand the point.

Second, human behavior is determined by our values. We take actions that are consistent with our beliefs. Political conflicts, social upheaval, and winning teams provide ample evidence. Values and beliefs drive what we do; and because culture can be defined as “the way we do things around here,” this conclusion is clear: values define your business culture.

Managing change effectively and having strong values are powerful contributors to business success. Simply stated: embrace change and adapt, or die. How you adapt and embrace change is the key to business success and personal fulfillment.

Values-Driven Culture
The values of a company define that company. If a company defines itself by its values, the message will be clear. For example, “Do business with us because you can trust that we will treat you fairly, with respect and integrity.” These are not just nice words. Research confirms that values-based companies with strong company cultures outperform the competition. Why? Because the workforce is pulling together, everyone communicates well and understands what is expected on the job. The whole team works in a harmonious environment based on a common set of values and personal beliefs. These lead to high productivity, low turnover and, therefore, more profitability to the bottom line.

Changing to a values-driven culture requires five steps that engage everyone in the company. (1) Select a set of company values. (2) Define each value uniquely to the company. (3) Translate the values into expected behaviors. (4) Embed the behaviors into the company’s business and communication processes. (5) Sustain the new culture.

To change to a values-driven corporate culture takes time and the process must be managed carefully. Top-down leadership and bottom-up engagement are equally important for success.

Ken