There are few universally ideal values beyond basic table stakes like integrity. The effectiveness of a value is highly context-dependent. For example, a value of slow, careful consensus-building is critical in a nuclear facility but would cripple a fast-moving ad agency that requires decisiveness.
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A core value, such as a need for trust, can be a leader's greatest strength or weakness. Without self-awareness, it drives toxic behaviors like micromanaging. With self-awareness, that same value becomes a tool for explicitly setting expectations and building a strong team culture.
Founders often mistake their preferences for principles. A true principle is a non-negotiable rule you adhere to regardless of the trade-offs (e.g., 'always do things the right way'). A preference is a desired path you're willing to abandon when circumstances change (e.g., 'prefer not to build a sales team yet'). Clarifying this distinction leads to more consistent and high-integrity decisions.
Values are not just words on a wall; they are an active management system. They should be a filter in the hiring process, a reason for public celebration when embodied, and a non-negotiable standard for performance. A company's true values are defined by the behavior it is willing to tolerate.
When a founder advises a successor to 'make decisions that energize you,' it's a strategic directive, not a wellness tip. It serves as a guardrail against the 'death by a thousand cuts' that comes from compromising core beliefs just to make others comfortable, thereby preserving the vision.
A decision is only a true test of values when it costs something. When Basecamp banned politics at work, they lost 20-30% of their staff and faced backlash. By sticking to their personal values, they attracted aligned talent and built a stronger company long-term.
The popular 'warts-and-all' leadership style can be perceived as weakness if the company culture values a more traditional, stoic approach. Leaders must first assess their organization's unwritten rules of leadership and then decide whether to conform, subtly push for change, or find a new environment.
A company’s true values aren't in its mission statement, but in its operational systems. Good intentions are meaningless without supporting structures. What an organization truly values is revealed by its compensation systems, promotion decisions, and which behaviors are publicly celebrated and honored.
The paradox of values-based work is that while it often involves difficult conversations or actions, it ultimately provides energy and fulfillment. Conversely, taking the easy way out (e.g., avoiding conflict) feels simpler in the moment but leaves you feeling hollowed out and depleted.
Abstract values like "celebrate diversity" are useless for driving behavior. A value is only effective if it's tangible enough to be used in a performance review. Instead, use an observable action like "include all perspectives," which you can coach and evaluate.
We often treat our values as immutable truths. However, many are learned from early mentors or career environments. It's crucial to periodically question if these are truly your values or adopted principles that no longer serve your current leadership role or life stage.
