How leaders bring core values to life in the workplace

The nature of core values

Most organizations have core values. Successful ones, unsuccessful ones, core values are everywhere. I challenge you to find me one company that doesn’t have core values. Google it! It might take you a while.

The real measure of a company’s values isn’t what’s written in the employee handbook or displayed in the office, it’s what your leaders actively uphold. Any company can claim to value certain principles, but if leaders don’t embody those principles, neither will the employees. The result is disengagement, skepticism, and a culture where stated values are little more than corporate jargon or a design feature.

On the other hand, when leadership truly stands behind the company’s core values, they become more than just ideals or aspirations. They shape decision-making, influence behavior, and create an environment where employees feel connected to something greater than themselves. This is what separates thriving organizations from struggling ones.

Nothing erodes trust faster than leaders who don’t practice what they preach. If leaders push for work-life balance while emailing employees off the clock or emphasize transparency while routinely withholding critical information, the inconsistency is obvious. If a company emphasizes the importance of mutual respect, yet personal conflicts and clashes are the norm, the stated value is effectively meaningless. When values are just lip service, employees disengage, operate in survival mode, and start looking for the exit.

How leaders bring core values to life

Leading by example

The best leaders don’t just tell employees what’s expected, they show them. A company that values collaboration should have leaders who actively seek input, share credit, and enable teamwork. If a business prioritizes customer service, leaders should jump at the opportunity to engage with customers and provide solutions. Whatever your core values are, your leaders should embody them, setting the tone for their teams.

Tying values to decisions

Values should be a guiding force behind team and company decisions. If a company values employee well-being, then employees should be able to expect flexibility and understanding when they encounter a struggle. If integrity is on the list, then leadership must prioritize ethical decision-making, even when it’s inconvenient or costly. When values influence daily choices at all levels, from managers considering an individuals workload to an executive team planning for a sweeping change, they become ingrained in company culture.

Maintaining accountability

Core values mean nothing if people aren’t held to them. Effective leaders set the tone by holding themselves to the same standards they expect from their teams. They gather feedback, acknowledge mistakes, course-correct when necessary, and make it clear through action that no one, including themselves, is exempt from the company’s values.

Rewarding and reinforcing

Leaders who want to reinforce values can spotlight employees who embody them. Recognition, bonuses, and even informal praise all help to reinforce the values a company stands for. When employees see real, tangible benefits tied to living the values, they’ll be more likely to internalize, uphold, and demonstrate them.

The bottom line

It isn’t the core values that make a strong company, it’s the leaders and teams who apply them. Two companies can have identical values on paper. In fact, many do! But the one with leaders who actively uphold and reinforce those values will continue to outperform those companies who don’t live their values! When leaders bring core values to life through their decisions, behavior, and expectations, the entire organization benefits.

JOE KIEDINGER

ACTION PLAN: Go out of your way to live your organization’s core values. Don’t just tell your people what the values are, show them! Be the champion of your company core values!