Core values are the foundation of any organisation’s operations, shaping its culture, guiding decisions, and influencing overall success. These values are not just words but principles that drive behaviour and align employees towards common goals. By cultivating strong core values, organisations can thrive and ensure long-term growth.
Organisational Beliefs: The Power of Interpretation
To understand core values, it is important to grasp the concept of organisational beliefs. These beliefs are the feelings of certainty, assurance, and consistency that shape how employees act and perform. Beliefs are formed from two interpretations:
- Internal Belief: This comes from personal interpretation of situations and experiences.
- External Belief: This arises from reference points, such as the opinions of others, experiences, or associations with specific events.
For example, in business, a belief in the importance of customer satisfaction may stem from both internal experiences (positive interactions with clients) and external references (industry feedback or testimonials).
Why Core Values Matter
Core values act as reference points that shape these beliefs within an organisation. By consistently promoting values such as innovation, dependability, and collaboration, businesses can influence the internal beliefs of their employees. Over time, these values become ingrained in the organisational culture, driving performance and aligning employee actions with the company’s goals.
For instance, if a business consistently reinforces its commitment to customer-centricity, employees are more likely to adopt this as a core belief, ensuring that customers are prioritised. Conversely, misaligned or negative beliefs can lead to poor performance, emphasising the importance of fostering accurate and meaningful values.
Example of Negative Beliefs
Negative beliefs can impact an organisation’s success. Consider the saying, “There’s no use crying over spilt milk.” While it encourages moving on, it might lead to a belief that mistakes aren’t worth addressing. In reality, reflecting on and learning from errors is crucial for growth.
Similarly, if employees believe that missing deadlines carries no significant consequences, it can foster complacency. To counteract such beliefs, organisations must emphasise accountability and a growth mindset, encouraging employees to view challenges as opportunities to improve.
Framework for Execution: Defining Core Values
Identifying and reinforcing core values is essential to ensuring they resonate across the organisation. Examples of common core values include:
- Customer Centricity: Placing the customer at the centre of decisions and prioritising their satisfaction.
- Internal Collaboration: Encouraging teamwork and knowledge sharing to achieve optimal outcomes.
- Ownership: Taking responsibility for work and striving for high-quality results at every step.
Core Values in Action: A Look at Global Brands
Well-known global companies often serve as examples of how core values shape organisational beliefs:
| Core Values | Company |
|---|---|
| Passion for Learning | General Electric |
| Customer Obsession | Amazon |
| Collaboration | Coca Cola |
| Innovation | Microsoft |
| Integrity | Unilever |
For instance, Amazon’s “Customer Obsession” reflects a deeply embedded value system, driving decisions and shaping employee behaviour to consistently prioritise customer needs.
Crafting Organisational Stories Around Core Values
A compelling organisational story can connect employees emotionally to the mission. Stories centred on creativity, precision, and sustainability can reinforce shared beliefs and encourage alignment with organisational goals. By consistently communicating these stories, businesses can create a unified belief system that empowers employees to act with confidence and ownership.
Reinforcing Core Values Across Teams
To ensure the spread of core values, some organisations rely on key employees who embody these principles. These individuals act as ambassadors, promoting values and fostering a positive culture that reflects in client interactions and team dynamics. Consistent reinforcement through training sessions, internal communications, and success stories helps build a resilient belief system.
Setting Milestones and Action Steps
Building strong core values and organisational beliefs requires clear milestones and actionable steps. Organisations can achieve this by setting achievable goals and regularly reviewing progress. For example, reducing project turnaround time by 10% within six months could involve focusing on values like efficiency and innovation to streamline processes.
Regular tools such as webinars, team meetings, and feedback loops can reinforce core values, ensuring all employees remain aligned.
Conclusion: The Importance of Core Values in Business Growth
Core values are foundational to any successful organisation. By defining, reinforcing, and celebrating these principles, businesses can cultivate a positive and resilient culture. A team that believes in its mission and values is more likely to contribute to long-term organisational success.