Living Your Values

How to define what your organization truly stands for

Let’s face it: Every company says they have values. Far fewer actually live them.

Values aren’t window dressing; they’re the operating system of your culture. They guide behavior, shape decisions, and set the tone for how people treat one another.

If purpose is your why, then values are your how.

Why Values Matter                                                                                                                          

When values are clear:

• People know what’s expected
• Decisions align with purpose
• Conflict becomes opportunity, not chaos
• Leadership becomes more consistent

Values create trust, clarity, and alignment. But only if they’re authentic, not generic posters in the breakroom.

Values Development Process

We work directly with the leadership team to uncover and define values that drive the organization. Don’t just focus on what sounds good, but what’s actually lived or deeply desired.

We sort values into three key types:

Core Values

These already exist in the DNA of the company.
They’re so essential that you’d rather give up the business than give them up.

“This is who we are, no matter what.”

Aspirational Values

These are not fully realized yet, but the organization is intentionally working toward them.
They describe the culture you're building into.

“This is who we’re becoming.”

Permission-to-Play Values

These are table stakes. Basic expectations based on your industry or environment.

Think: safety, professionalism, compliance.
They don’t set you apart, but you can’t function without them.

Purpose and Values Drive the Rest

Once purpose and values are clear, they become the foundation for:

• Mission clarity
• Decision filters
• Team roles and responsibilities
• Performance expectations

Values aren’t just cultural. They’re operational.
They influence how people are hired, promoted, measured, and coached.

Get Specific

Words like “Integrity” and “Excellence” don’t mean much on their own. Don’t try to find buzzwords, try to find words that resonate with your organization.

SPI helps leaders define each value behaviorally:

• What does it look like in action?
• What does it sound like in meetings?
• How does it show up under stress?

Clarity here helps people live the values, not just memorize them.

A Living Culture

Values don’t live in binders. They live in moments:

• What gets celebrated
• What gets challenged
• What leaders model

To keep values alive:

• Revisit them in check-ins and strategy sessions
• Celebrate behavior that reflects them
• Hold each other accountable when actions fall short

Final Thoughts

At SPI, we’ve seen this firsthand:
Something powerful happens when organizations define their values through honest discovery and then align purpose, people, and performance around them.

You build trust, not just teams.
You create movement, not just mission statements.
And people feel proud of who they work with, not just what they do.

Values define who you are. Living them defines what you become.

💡 Leadership Tips: Living Your Values

1. Model the Values First

• Leaders go first. Your behavior sets the ceiling for what’s acceptable.
• Ask yourself daily: "Am I living the values I expect from others?"

2. Turn Values into Verbs

• Don’t just post “Integrity.” Define what it does:
  “We speak the truth, even when it’s uncomfortable.”

3. Use Values as Decision Filters

• When faced with a tough call, ask: "Which option best reflects our values?"
• Values guide when the path isn’t obvious.

4. Hire and Promote by Them

• Don’t just look for skill, look for alignment.
• Reward those who reflect your values in how they work, not just what they produce.

5. Make the Invisible Visible

• Celebrate small moments where values show up.
• Use stories, shout-outs, and “caught living it” recognitions in team meetings.

6. Hold Real Conversations When Values Are Missed

• Don’t weaponize values, but don’t ignore violations.
• Address disconnects with curiosity, not condemnation.

7. Stay Rooted, Stay Adaptive

• Core values are unshakable, but aspirational ones evolve.
• Revisit them yearly with your leadership team: “Are we becoming who we say we want to be?”

8. Embed Values in Systems

• Align values with your hiring, onboarding, reviews, and recognition systems.
• When values live in processes, they become part of culture, not just posters.

9. Lead with Purpose, Operate with Values

• Let purpose drive your “why.”
• Let values guide your “how.”
• Both are needed for consistent, meaningful leadership.

10. Be Honest About the Gap

• It’s okay not to be “there” yet.
• What matters is naming the gap and committing to closing it.

Is that everything you need to hear? Are you ready to start?

Want more than tips? Contact us below or schedule a time above for a quick audit.