CORE VALUES & PRINCIPLES

What are core values anyway?

Core values are unique, short, and easily memorable phrases that define what is expected when you work at your organization. They show how you treat each other and your customers.

Can I use other people’s core values?

Core values are most useful when they articulate a belief that only makes sense for your organization, and shows how you differ from other organizations. (But yes, there are repeats or similarities sometimes).

Can you get “core values” wrong?

Core values can be used to explain when an employee is a “good fit” for your organization. Too often we see basic platitudes such as “integrity” and “safety,” but I doubt there are many companies claiming that they run on “corruption” and “danger.” Your values explain an essential uniqueness that can helps you identify great employees and articulate when someone is not a good fit.

What’s a “value” and what’s a “principle"?

If you don’t have any core values at all, start there. Make a set of 3-5 words or phrases that are short, memorable, distinctive, and explain how you expect each other to behave at work. It’s ok to include a sentence afterwards to describe them. I don’t care if you call them values, traditions, principles, or anything else you can conjure up, just keep it simple.

Ready to dig deeper? If you are in a growth zone and heading towards 50+ employees, you may need to adopt different types of core values, or add a set of “principles,” and there are many different approaches. As an example, you could re-write your “values” and refer to the basic beliefs that you share amongst employees. (These are the boring ones that we frustratingly need to spell out sometimes, like “integrity” or “kindness.”) You would then create a new level of values, often called, “principles,” which are your creative and unique phrases that explain how you behave towards one another.

Do you have any examples of good core values or principles?

One of my favorites is “Everybody sweeps,” as referenced in the book The Advantage, by Patrick Lencioni. It shows that no matter where you are in the org chart, if the floor is dirty you better pick up the broom. And, hypothetically, an organization could have an opposite core value and still be a successful company. They might value optimization & efficiency powered by authority and knowing-your-role (the Army comes to mind).

Another is from Netflix: “No brilliant jerks.” Sometimes, wildly intelligent and talented people can act like they own the place, but at Netflix, teamwork and the power of collective creativity is more important. The opposite value could also be true, favoring a competitive atmosphere to spur innovation. (Elon Musk’s companies are easy examples here.)

Bonus - ever heard of A.A. or “Alcoholics Anonymous”? The organization has existed since the 1930’s, and is largely governed by 12 values for individuals (called, “the 12-steps”) and 12 values for the organization (called “the traditions”). Lots of drafts went into creating those 12 steps and traditions, but they’ve lasted nearly a century.