Core Values in Practice

12 signs you've found a great place to work: Workplace culture isn't about titles and salaries. It's about truly supporting employees -  And helping them thrive. You'll know you're in a place that values its people, If there's: 1) Accountability ↳Leadership admits mistakes and takes responsibility ↳Ex: A CEO openly explains a failed project and what they learned 2) Dissent ↳Employees feel safe speaking up and offering dissent ↳Ex: Junior staff question decisions in meetings without fear of retaliation 3) Boundaries ↳Boundaries are respected - nights and weekends are truly off ↳Ex: Your boss says "Enjoy your weekend, no need to check email" 4) Recognition ↳Recognition is specific, frequent, and earned ↳Ex: After a big win, your manager highlights exactly what you contributed 5) Fair Promotions ↳People are promoted for impact, not politics ↳Ex: Promotions are based on clear performance reviews, not favoritism 6) Feedback ↳Feedback is normalized, not feared ↳Ex: It's common to get both praise and suggestions after major work 7) Transparency ↳There is openness around decisions and compensation ↳Ex: Salaries, bonus structures, and promotion paths are shared transparently 8) Growth Support ↳Managers support growth, not just output ↳Ex: Your manager asks what skills you want to build, not just what tasks to do 9) True Retention ↳People stay long term, and not just because they feel stuck ↳Ex: Employees talk about how the company has helped them grow over years 10) Idea Openness ↳New ideas are welcomed, not dismissed ↳Ex: Brainstorms end with "Let's test that" instead of "That'll never work" 11) Healthy Conflict ↳Conflict is addressed directly and respectfully ↳Ex: Teams handle disagreements quickly, without gossip or drama 12) Trust ↳Employees feel trusted and respected, not micromanaged ↳Ex: You're given ownership of projects without constant check-ins Toxic cultures bring down companies faster than even the strongest competitors. A healthy culture isn't a nice to have -  Or an HR initiative. It's a necessary and critical part of any company, That all levels must prioritize. Any other signs you'd add to this list? --- ♻️ Repost to help more companies prioritize culture. And follow me George Stern for more content like this.

Many of you know I coach leaders to be inspirational, and part of that formula is understanding this: some of the most impactful moments come from the conversations we’d rather avoid. I remember early on in my career a situation where I had to tell a General Manager that he needed to address a poor-performing Executive Committee member who wasn’t aligned with our core values. It was uncomfortable, especially because the GM was hesitant to act, fearing it might disrupt team dynamics. But core values aren’t negotiable—they’re the foundation of trust and integrity within any organization. By leaning into the discomfort, I explained why accountability was essential, not just for the individual’s growth but for the entire team’s success. After a series of honest and transparent discussions, the GM took the necessary steps to address the issue. The outcome? The team felt a renewed sense of clarity and alignment, and the organization as a whole benefited from reinforcing our commitment to living our values. As leaders, our greatest impact often comes not only from what we say but from our willingness to address challenges directly. The courage to have these difficult conversations isn’t optional—it’s essential for growth, both individually and collectively. #difficultconversations #Leadership #Hospitality #Growth #ServantLeadership

I constantly hear these 5 problems from executives: 1) "My purpose is clear, but my values are all over the place."   2) "I don't know if my team shares my values."   3) "Our decisions don't always reflect our stated values."   4) "I struggle to communicate my values clearly."   5) "Our values seem disconnected from our purpose." How I help executives align → their values → with their purpose → without losing focus 1st, we define your core values:   - We identify what truly matters.   - It leads to stronger alignment across the team. Example: I realized that while I valued ethics and trust, I hadn’t clearly communicated these values to my team. Our decision-making process transformed once I defined them explicitly and discussed them openly. We became more aligned, and the team felt more connected to our mission. 2nd, we align values with purpose:   - We ensure your values support your mission.   - It leads to consistent actions and decision-making. Example: After aligning ethics and trust with our purpose, every decision we made became a reflection of these values. Whether in client interactions or internal discussions, our actions consistently demonstrated what we stood for, which built greater trust both internally and externally. 3rd, we reinforce values through communication:   - We create a system to recognize and - reward value-driven behavior.   - It leads to a more cohesive and motivated team. Example: I started regularly recognizing team members who embodied our core values of ethics and trust. This not only reinforced the importance of these values but also motivated the entire team to act in alignment with them. Is your team clear on your values and how they support your purpose? ________________________________________ Masterclass coming soon. Connect, follow, ring the 🔔 Rob Ogle ♻️ Please repost to help another person

A great culture doesn’t happen by accident, it’s built through intentional, repeatable systems. Here’s how to create a workplace where people feel motivated, connected, and proud to show up: 1️⃣ Define Core Values and Actually Live Them Don’t just post them on the wall. Embed your values into decisions, recognition, and performance expectations. 2️⃣ Run Regular Culture Surveys Quarterly or biannual surveys help track how employees really feel about work. Use the feedback to guide action not just gather data. 3️⃣ Use Monthly Pulse Checks for Real-Time Insight Short surveys (2–5 questions) can catch problems early and help you respond before they grow. 4️⃣ Build an Everyday Recognition Program Celebrate wins, values-based behavior, and milestones. Recognition doesn’t need to be big, just consistent and sincere. 5️⃣ Provide Anonymous Feedback Channels Create safe spaces for honesty. Whether digital tools or suggestion boxes, people need a place to speak up without fear. 6️⃣ Track Engagement KPIs Watch metrics like turnover, retention, promotions, and internal transfers. These numbers tell the story behind engagement trends. 7️⃣ Hold Focus Groups and Listening Sessions Go deeper than surveys. Talk to cross-functional groups to uncover context, emotion, and actionable ideas. 8️⃣ Promote Transparent Leadership Communication Leaders should regularly share updates, goals, and even challenges. Town halls, AMAs, and newsletters make people feel included. 9️⃣ Offer Growth and Development Paths Give employees something to look forward to whether it’s a stretch project, a mentor, or a learning stipend. 🔟 Use Exit Interviews Strategically Don’t waste the goodbye. Track themes in exit feedback to proactively improve retention. 1️⃣1️⃣ Form a Culture Committee Include employees from all levels and departments. They’ll generate new ideas and help spread cultural ownership across the org. 1️⃣2️⃣ Conduct a Culture Audit Every Year Step back and evaluate: What’s working? What’s fading? Combine metrics + feedback + observations to realign and refresh your strategy. The Bottom Line: Culture isn’t a vibe, it’s a system. One that evolves, listens, and reflects the people who power your business. Want a thriving culture? Don’t wait for it. Build it. 💬 ♻️ Repost to help others. ➕ Follow Ricardo Cuellar for more workplace tips.

Here's what I learned about company culture after founding and scaling Wondery – insights valuable for both founders and job seekers. Many people get it wrong. They think culture is about perks and ping pong tables. But it's all about who you hire (and later, promote). And timing is everything. When I started Wondery, I knew the culture I wanted to build. We defined five core values: Wonder, Character, Care, Drive, and Fun. Each had its own clear definition and purpose. But here's the key —we didn't just write them down and hope for the best. We made these values the foundation of every single hiring decision. Why? Because while you can teach someone skills (like 'emotionally immersive storytelling', or 'unit economics'), you can't teach them core values. They either align with your culture or they don't. Quick advice for job seekers: When interviewing at a company, ask every interviewer about the company culture. If you get three completely different answers, run the other way. A unified vision of culture starts at the top and should permeate through every level. Here's the brutal truth about timing: when you have 5 employees, each new hire represents 20% of your culture. At 100 employees? Just 1%. The math is clear – your cultural foundation is set in those early days. Jeff Bezos and Reed Hastings understood this – they didn't wait for their company cultures to "just happen." They built them intentionally from day one. So: Founders: What are your non-negotiable values? How are you screening for them in every hire? Job seekers: Are you hearing a consistent cultural message across your interviews? The strongest cultures aren't accidental. They're built with intention, one hire at a time. Would love to hear your experiences with company culture – good or bad. What signals do you look for?

When I started LMB Group years ago, I quickly realized that while having a great service was essential, our commitment to our core values truly set us apart. Integrity, sustainability, and community weren't just buzzwords; they were the foundation of everything we did and still do. This just reminds me of an impactful experience during the early days of LMB Group. We had a choice to take on a lucrative project that didn't align with our values or stick to our principles and risk significant financial gains. We chose the latter, and it was a defining moment. It reinforced the importance of staying true to our values, no matter the cost. There's an art and science to developing products, services, and a business. But what if you applied that same art and science to working in alignment with your values? Hear me out, this will get clearer. In business, the art lies in crafting unique ideas, designing appealing products, and telling compelling stories that connect with our audience. The science involves leveraging data, optimizing processes, and continuous improvement through research and development. Right? Right. Why am I giving you this backstory? Marrying the art and science of business development with our core values helps us create a cohesive and authentic approach that builds trust and loyalty among our stakeholders. For 14-plus years, we have waxed stronger because our business practices are not only effective but also meaningful and sustainable in the long term. Here's what you can take away from this for your brand or business: Applying the art and science of these values means: - Crafting a vision and mission statement that reflects your core values and guides your business practices. - Designing your brand to visually and conceptually represent these values. - Creating marketing and communication strategies that resonate with your values and connect authentically with your audience. It also involves: - Implementing policies and procedures that ensure ethical behavior and decision-making. - Using data to track and improve the environmental and social impact of your business. - Regularly reviewing and adjusting your strategies to stay aligned with your values, using feedback and analytics. It is a new week to integrate your values into every aspect of your business, so you can foster trust and loyalty among your stakeholders, and ensure long-term success and sustainability. This path isn't always the easiest, but it's the most rewarding. Staying true to your values will help your business flourish in ways you never imagined. #PurposeDriven #CEO #Marketing #Impact #SuccessStrategy #BrandBuilding #Partnerships #ThePathRedefined

Let’s talk about values—not the kind that hang neatly on a plaque in the break room, but the kind that show up daily in how your organization operates. Think about it: Performance might get someone through the door, but values determine if they belong in the long run. If someone on your team isn’t living the values you stand for, what message does that send to everyone else? Your organization’s values aren’t just words; they’re reflected in your policies, programs, and priorities. They show up in how you allocate resources, what you choose to reward, and how your people behave when no one’s watching. It’s the difference between a team that thrives and one that falters. So, take a moment and ask yourself:   - What does your organization value?  - How do you know? What tangible evidence proves it? - Do you have people who are out of sync with those values? If so, what’s your plan to address it? Values are the foundation of trust and alignment within an organization. They guide decisions in moments of uncertainty and shape the culture that attracts, retains, and inspires top talent. If your stated values don’t align with your actions, you risk eroding trust, both internally and externally. Ensuring your organization lives its values isn’t just about accountability—it’s about creating a culture that others want to emulate and a legacy that endures. What kind of culture are you building today, and what will it say about your leadership tomorrow? Make it a great day! Patrick #values #leadership #leader

When I joined Khan Academy, we were just four people in a small office, united by a vision of bringing free education to everyone, everywhere. Over the years, we grew to hundreds of employees, reaching over 100 million students worldwide. This exponential growth brought a significant challenge: how do you scale a team without losing the culture and values that made the organization special? The most crucial lesson I learned was that culture doesn't scale automatically - it demands constant attention and effort. The best way I found to attend to culture was to treat your culture like a product. You have to design it. As we grew, it became increasingly important to consider how to help team members learn about and carry the culture forward. Here are three strategies that helped us maintain our culture during rapid growth: 1. Over-communicate the Mission and the Principles that Guide it: As our team grew, we doubled down on ensuring everyone felt connected to our mission and understood our principles. Three of the most important principles were to focus on the student, Always be learning, and deliver exceptional ROI for donors. We regularly shared stories of how our work impacted students' lives, and what we learned from failures and successes, and calculated the number of learning minutes to keep the team aligned with our "why" and “how” and motivated by our shared purpose. 2. Create Rituals that Reinforce Values: We have meaningful rituals, such as starting meetings with student success stories and celebrating what teams learned, not just what they accomplished when we gave status updates. We also organized a yearly talent show and encouraged people to showcase new talents and skills. These practices served as constant reminders of our principles in action. 3. Adapt, but Stay True to Core Values: Growth necessitated changes in processes, tools, and communication methods. For example, we used to be able to share what we were learning during all-hands meetings, but at some point, it became impossible for each team to give an update. As part of our commitment to learning, we began to document our learnings and shared long-form asynchronous updates with everyone. We then shared summaries during all-hands meetings. Scaling a team while preserving its culture is challenging, and we weren’t always successful, either. But we were lucky that the team let us know when they thought we weren’t living up to the mission or principles and encouraged us to make changes.  It is achievable if you remain open to feedback and stay focused on core principles. What strategies have you employed to maintain culture as your team or organization grew?

90% of leaders think their teams are effective. Only 15% actually are. Where do you fall? If you've been struggling with team performance, I've got a framework that transformed my own leadership approach. The traditional way to build teams focuses on individual performance. We hire for skills, evaluate based on output, and reward personal achievement. But this approach misses something critical: true high-performance comes from how people work together, not just how skilled they are individually. In my experience leading multiple teams across different industries, I've found a simple but powerful approach: 1. Establish Clear Goals  Not just what needs to be done, but why it matters. When team members understand the purpose behind their work, motivation soars. 2. Foster Open Communication Create an environment where everyone feels safe to share ideas, concerns, and feedback. The best solutions often come from unexpected voices. 3. Emphasize Collaboration Set up systems that reward collective achievements over individual heroics. This shifts the focus from "me" to "we." 4. Celebrate Diversity Different perspectives lead to better decisions and more creative solutions. Actively seek out and value varying viewpoints. 5. Lead by Example Show the behaviors you want to see. If you want collaboration, collaborate. If you want open communication, communicate openly. High-performing teams don't happen by accident. They're built intentionally. What's one team-building practice that's worked well for you? ✍️ Your insights can make a difference! ♻️ Share this post if it speaks to you, and follow me for more.

Core values that are only ideals will fail. Lofty goals aren't sustainable. Without systems to support them. And core values usually lack those systems. "You do not rise to the level of your goals, you fall to the level of your systems.” — James Clear Core values get created in a boardroom exercise. They get distributed to employees. At best, in a workshop. At worst, in a memo. And then employees are supposed to live up to them. To keep them in mind. While they deal with the havoc of day-to-day work. Without systems to reinforce the valued behaviors. It's a recipe for failure. "Show me the incentive and I will show you the outcome.” —Charlie Munger Core values have to lead to clear behaviors. And behaviors that aren't operationalized don't work. An organization must continually reinforce behaviors. They must have systems to reward behaviors. And systems to discourage behaviors. Otherwise, core values are just words on paper. That sometimes gets adhered to. But more often, they don't. "Reward the behaviors you seek." —TESCO So: - List the behaviors associated with each value. - Find ways to systematize the behaviors. - Set up reward systems for those behaviors. Without systems to support values, you only have ideas. Not actions.