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Learn about the importance of core values and how successful companies live them.
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How Core Values Can Improve Your OrganizationIncrease productivity, help guide decision making, and boost employee morale.
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IT’S NICE TO MEET YOU.
Kelly Batke Director of Marketing
Wendy Pat Fong Director of Customer Success
@7Geese #livecorevalues
AGENDA
1. Core values: what are they?
2. What are the advantages?
3. Why have they failed
4. How to define your core values
5. How to live them
6. Case Studies
7. Q & A
POLL #1
Yes
Does your organization have core values?
No
1 WHAT ARE CORE VALUES?
1 WHAT ARE CORE VALUES?
Core values support the vision, shape the culture,
and reflect what the company values.
They are the essence of the company’s identity –
the principles, beliefs, or philosophy of values.
2 WHAT ARE THE ADVANTAGES?
They help companies in the decision-making processes.
They educate clients and potential customers about what the
company is about and clarify the identity of the organization.
They can be a primary recruiting and retention tools.
2 WHAT ARE THE ADVANTAGES?
They help companies in the decision-making processes.
They educate clients and potential customers about what the
company is about and clarify the identity of the organization.
They can be a primary recruiting and retention tools.
2 WHAT ARE THE ADVANTAGES?
They help companies in the decision-making processes.
They educate clients and potential customers about what the
company is about and clarify the identity of the organization.
They can be a primary recruiting and retention tools.
2 WHAT ARE THE ADVANTAGES?
Absolutely, most likely all of them
Do you think your employees know your core values?
Just a few employees do
I have no idea
Definitely not
POLL #2
3 WHY THEY HAVE FAILED
They are copied from another company.
They are not tied to your actual work processes/goals.
They are not specific enough.
They are written by the wrong people.
3 WHY THEY HAVE FAILED
They are copied from another company.
They are not tied to your actual work processes/goals.
They are not specific enough.
They are written by the wrong people.
3 WHY THEY HAVE FAILED
They are copied from another company.
They are not tied to your actual work processes/goals.
They are not specific enough.
They are written by the wrong people.
3 WHY THEY HAVE FAILED
They are copied from another company.
They are not tied to your actual work processes/goals.
They are not specific enough.
They are written by the wrong people.
3 WHY THEY HAVE FAILED
4 WHERE TO START
Step 1:
Select 5-7 people who have a gut-level understanding of your core
values, are distinguished as the highest performers, and are well
respected by their peers and management team.
These 5-7 people become your Mars group…
4 WHERE TO START
Step 2:
Ask this group to list what they think the core values of the organization are.
Then ask them questions relating to each of the core values they have chosen:
Are the core values that you hold to be fundamental regardless of whether or
not they are awarded?
If you woke up tomorrow with enough money to retire for the rest of your life,
would you continue to hold on to these values?
4 WHERE TO START
4 WHERE TO START
Step 2 cont’d.
Can you envision these values being as valid 100 years from now as they are
today?
Would you want the organization to continue to hold these values, even if at
some point, they became a competitive disadvantage?
If you were to start a new organization tomorrow in a different line of work,
would you build the core values into the new organization regardless of its
activities?
LIVING THE VALUES5 LIVE YOUR VALUES
Lead and live by example!
Teaching the values
Recognizing the values
Hiring based on values
Incorporating core values as part of your performance management
5 LIVING YOUR VALUES
Lead and live by example!
Teaching the values
Recognizing the values
Hiring based on values
Incorporating core values as part of your performance management
5 LIVING YOUR VALUES
Lead and live by example!
Teaching the values
Recognizing the values
Hiring based on values
Incorporating core values as part of your performance management
5 LIVING YOUR VALUES
Lead and live by example!
Teaching the values
Recognizing the values
Hiring based on values
Incorporating core values as part of your performance management
5 LIVING YOUR VALUES
Lead and live by example!
Teaching the values
Recognizing the values
Hiring based on values
Incorporating core values as part of your performance management
5 LIVING YOUR VALUES
CASE STUDY: 7GEESE
CASE STUDY: ZAPPOS!
“The most important thing in creating a strong culture is that it creates
strong alignment within the organization. What the culture is actually doesn't
matter as much as the commitment to the culture and core values of the
organization.”
— Tony Hsieh, CEO
CASE STUDY: AVIS BUDGET GROUP!
“The best strategic decision we made was making this a value-based
recognition program. The company’s core values stay the same; these are
values that you want employees to carry with them. By basing your program
on core values, it eliminates the flavour of the month feeling and the
program is tied to something deeper and that makes it better understood.”
— Mark Servodidio, Executive VP of Human Resources
CASE STUDY: HOOTSUITE
Q & A
THANKS FOR JOINING!
A recorded version of this Webinar will be available on our blog at blog.7geese.com
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