Core Values Framework: How to Define, Document, and Implement Core Values

Unlike a mission statement (which describes what the organization does) or a vision statement (which outlines long-term aspirations), core values define how the organization operates and what it stands for.

When well-defined and implemented, core values help:
✔ Guide decision-making at all levels.
✔ Shape company culture by influencing behavior.
✔ Attract and retain talent that aligns with company principles.
✔ Build trust with customers, partners, and investors.
✔ Provide consistency across different locations and teams.

Step 1: How Many Core Values Should a Company Have?

Companies should aim for 5 to 7 core values to ensure clarity and focus.

🔹 Why not more?
Having too many core values can dilute their impact, making them harder to remember and apply.

🔹 Why not fewer?
Too few values may not fully represent the complexity and culture of the organization.

Ideal range:

• 5 values → Simple, easy to reinforce.
• 7 values → Allows for well-rounded representation.
• More than 7 → Risk of overcomplication and lack of focus.

💡 Each value should be distinct and avoid redundancy.

Step 2: Examples of Core Values

Here are 30 examples of commonly used core values across different industries:

Integrity & Ethics

• Honesty – Always act with transparency.
• Accountability – Take ownership of actions and decisions.
• Ethical Conduct – Prioritize fairness and responsibility.

People & Culture

• Respect – Treat everyone with dignity and fairness.
• Collaboration – Work together to achieve shared goals.
• Diversity & Inclusion – Foster an environment where everyone belongs.

Customer Focus

• Customer Obsession – Always prioritize the customer experience.
• Empathy – Understand and meet customer needs.
• Excellence – Deliver exceptional products and services.

Innovation & Growth

• Continuous Learning – Encourage professional and personal development.
• Adaptability – Embrace change and new ideas.
• Creativity – Solve problems through innovative thinking.

Sustainability & Social Responsibility

• Environmental Responsibility – Operate with sustainable practices.
• Community Engagement – Contribute positively to society.
• Long-Term Thinking – Prioritize future impact over short-term gains.

Operational Excellence

• Quality – Maintain the highest standards in products and services.
• Efficiency – Optimize resources and productivity.
• Reliability – Deliver consistent and dependable results.

Leadership & Performance

• Courage – Take bold action and calculated risks.
• Passion – Bring energy and enthusiasm to work.
• Accountability – Own successes and failures with integrity.

💡 These are just examples—your organization’s values should be unique to its culture and goals.

Step 3: How to Identify and Define Your Core Values

To define core values, companies should take a collaborative and reflective approach.

1. Leadership Reflection (Senior leadership should ask themselves…)

• What principles guide our company’s biggest decisions?
• What behaviors do we reward and encourage?
• What values would we never compromise, even for success?

2. Employee Input (Gather perspectives from different levels of the company…)

• What do employees value most about working here?
• What are examples of behaviors that reflect our culture?
• What values do we aspire to live by, even if we’re not there yet?

💡 Best practice: Send anonymous surveys or hold small group discussions to get honest input.

3. Stakeholder Consideration (Ensure alignment with customers, partners, and investors…)

• What values matter to the people who buy from us?
• How do our values set us apart from competitors?
• Are our values aligned with sustainability, ethics, and social impact?

Step 4: Drafting Your Core Values

Best Practices for Writing Core Values

✔ Keep it simple. Each value should be clear and easy to remember.
✔ Make it actionable. Values should guide behavior—not just sound good.
✔ Use real language. Avoid generic buzzwords—make them meaningful and personal.

🔹 Examples of Weak vs. Strong Core Values:

Step 5: Testing and Validating Core Values

Internal Testing: Employee & Leadership Feedback

• Do these values reflect our real culture?
• Would you be proud to work in a company with these values?
• Can you see yourself using these values to guide decisions?

External Testing: Customer & Partner Feedback

• Do these values align with why you trust our company?
• Would you work with a company that holds these values?

💡 Test values in real-life scenarios—see if they help resolve dilemmas and shape behaviors.

Step 6: Finalizing and Embedding Core Values

Once finalized, core values must be integrated into daily business operations.

How to Embed Core Values in the Organization

✔ Hiring & Onboarding: Evaluate candidates based on core values.
✔ Employee Training: Teach values through real-world applications.
✔ Performance Management: Recognize employees who embody company values.
✔ Leadership Messaging: Ensure executives lead by example.
✔ Company Policies: Ensure decisions reflect core values.

💡 If values are not lived daily, they are just words. Make them a part of how business is done.

Final Thought: Why Core Values Matter

Strong core values:
✔ Strengthen company culture by setting clear expectations.
✔ Build trust with employees, customers, and partners.
✔ Guide decision-making in challenging situations.

🚀 Now it’s your turn—define your company’s core values and bring them to life!