What are core values, anyway?
Your organization probably has a values statement on its website. You might even know where it is and what it says! (Interestingly, there are good odds that “integrity” is on your list - the world’s most common “core value”.)
But - do you know how this statement was made? Who chose these words? Was it your Board from 7 years ago? And what do they mean?
We dig deep into frameworks for developing your organization’s core values statement in our workshops and custom engagements (and in this post), but for now, here are a few standards for measuring the values currently hiding somewhere on your website.
Organizational values should be:
True to us (at our best)
Our values statement should say who we are, not what we think others might find appealing. We want our people to find us!
Values can be a bit aspirational, but must be realistic for us.
Our values represent who we are on our best day.
Values guide us to the best decisions. Applying our values to our decisions is hard work, so we’d better feel good about them.
Distinctive
“Integrity” is a great value, but what does that mean here?
Chosen words must be well-defined. Maybe it’s a sentence on your website, but there should be a paragraph living somewhere in your org.
Useful
A decision-making tool. That means our values are clear enough to understand what we mean when we ask ourselves “Is this decision in line with our value of ______?”
Through the right development process, the entire staff has participated and bought in, so we all use the same standards.
External and internal. These values don’t just tell us how to treat our colleagues; they should guide decisions about our patrons, donors, volunteers, board members, employees, and programs.
And while we’re at it…
Organizational values are not:
Vague platitudes!
Set it and forget it!
Only aspirational!
Readers, any other advice I missed? I don’t know everything! Comment below!
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