Can You Name Your Core Values Without Looking?

On Sunday, we talked about what happens when a team cannot clearly answer the question, How do we behave? You end up with nine “values” on a whiteboard, most of which no one remembers, and culture that exists more in theory than in practice.

Today, we are going to fix that.

This is the process I use with leadership teams to define real core values, the kind that shape behavior and protect culture when it is tested.

Step 1: Surface the Current Beliefs

Ask each leader to write down three to five values they believe already exist in the organization. Not the ones they wish were true, but the ones they actually see reflected in daily behavior. This builds awareness of what is really being lived out today.

Step 2: Name the Aspirational Ones

Next, ask what values they wish described the organization but do not yet fully exist. This reveals the gap between how the team is currently showing up and who they want to be.

Step 3: Narrow to What is Core

From both lists, identify no more than three values that are truly core. These are the ones you are willing to hire and fire around, even if it costs you. Anything more than three dilutes the impact. This is about conscious choice — deciding which values you will commit to living, no matter what.