In every organization, whether it's a small team in Lahore or a large multinational corporation, a company's values are its moral compass. They are the deeply held beliefs that guide decisions, shape culture, and ultimately determine how people behave. However, these values are not just words on a wall; they must be actively brought to life. The most effective way to do this is through leadership. Leaders have a unique and powerful ability to influence these values, transforming them from abstract ideas into tangible actions that drive positive behavior and build a strong, successful organization.
The Power of Values: More Than Just Words
Before we talk about how leaders can influence values, it’s important to understand what a strong value system does for a company.
It creates clarity: Values give everyone a clear framework for making decisions. When an employee faces a tough choice, they can ask themselves, "What is our company's value here?" This provides a clear path forward.
It builds trust: When leaders and employees consistently act according to the stated values, it builds trust within the team and with customers. People know what to expect, and they feel secure in their relationships.
It drives positive culture: Values that are lived out every day create a positive and supportive work environment. This can lead to higher employee morale, better teamwork, and more creative thinking.
It attracts and keeps talent: The best employees want to work for a company that has a strong purpose and values that match their own. A strong value system is a powerful tool for attracting top talent and keeping them loyal to the organization.
How Leaders Can Influence Values to Drive Positive Behavior
Leaders are the architects of an organization's culture. Their actions, words, and decisions are constantly being watched and judged by their teams. Here is how leaders can actively influence company values to inspire and drive positive behavior.
1. Be a Role Model: Live the Values Every Day
This is the most important step. A leader cannot expect their team to follow values that they themselves do not follow. If a company's value is "Integrity," but the leader cuts corners or makes dishonest promises, the team will quickly learn that integrity is not truly valued.
What to do:
Your actions speak louder than your words. Consistently demonstrate the company's values in your own behavior. Be honest and transparent, even when it's difficult.
Make decisions based on values. When you have to make a tough choice, explain to your team how the decision was guided by one of the company's core values. This shows them that the values are real and important.
Admit your mistakes. If you make a mistake, own it. This shows humility and a commitment to continuous improvement, which are often key values in many successful organizations.
2. Communicate with Purpose: Talk About Values Regularly
Values cannot influence behavior if no one understands them or talks about them. Leaders must be the chief communicators of the company's values, making sure they are not forgotten.
What to do:
Share stories. Instead of just listing the values, share real-life examples and stories of people on the team who have demonstrated them. For example, if a value is "Customer Focus," share a story about an employee who went above and beyond to help a customer.
Weave values into daily conversations. Talk about values in team meetings, one-on-ones, and company-wide announcements. Make them a regular part of the conversation, not just a topic for an annual training session.
Connect values to business goals. Explain how living the company's values helps achieve success. For example, you could say, "Our value of 'Innovation' is why we are launching this new product, which will help us reach our sales target."
3. Reward and Recognize: Celebrate Behavior that Aligns with Values
People are more likely to repeat a behavior if they are rewarded for it. Leaders must create systems that recognize and celebrate employees who consistently act in line with the company's values.
What to do:
Create a values-based recognition program. Set up a system where employees can nominate their colleagues for living out a company value. For example, a "Team Player of the Month" award could celebrate the value of "Collaboration."
Give public praise. When you see someone demonstrating a company value, praise them publicly. This not only makes the employee feel valued but also shows everyone else what success looks like.
Tie rewards to values. When giving out bonuses or promotions, consider how well a person’s behavior has aligned with the company’s values. This sends a powerful message that values are just as important as performance.
4. Hire and Fire Based on Values
An organization’s culture is shaped by the people in it. Leaders must make sure they are bringing in people who already share the company’s values. Just as importantly, they must be willing to let go of people who consistently violate those values, regardless of their performance.
What to do:
Ask values-based questions in interviews. During the hiring process, ask questions that reveal a candidate's values. For example, if a value is "Trust," ask, "Tell me about a time you had to handle a situation where trust was broken."
Be clear about your values from the start. Make sure every new employee understands the company’s values during the onboarding process.
Address violations immediately. If an employee's behavior goes against the company's values, leaders must address it quickly and fairly. Ignoring a values violation sends the message that the values are not truly important.
5. Create a Safe Environment: Encourage Open Conversation
A leader’s role is to create a safe space where employees feel comfortable talking about values, asking questions, and even pointing out when the company might not be living up to its own standards. This is how a culture of accountability is built.
What to do:
Listen actively. When employees raise concerns about a values violation or suggest a better way to live a value, listen to them without getting defensive.
Encourage honest feedback. Create channels for honest feedback, like anonymous surveys or regular open-door sessions.
Make it okay to fail. A culture of fear prevents people from taking risks and being honest. Leaders must create an environment where people feel safe to try new things and learn from their mistakes, as long as they are acting in line with the company's values.
By consistently applying these five strategies, a leader can transform a company's values from a static list into a living, breathing force. This kind of leadership creates a strong, positive culture where every employee understands what is expected of them and feels inspired to do their best work, not just because they have to, but because they believe in the values that guide them.
