Define and Embed Your Hidden Leadership Values

Every business is governed by a set of leadership values, consciously or not. They define your company culture, determine what makes a good employee, and ultimately provide guidelines for achieving success in your niche.

Many businesses don’t define their inherent leadership values to help them cultivate a meaningful, true north for their organization.

Determining the leadership values most important to you and your business is crucial for planning your long-term goals for your products and services and the people you hire. The first step? Writing it all down.

Discovering Your Leadership Core Values

What are the leadership values you prioritize in your business? It’s not enough to think about them: we will make a written list in this step. How do you feel about leadership values like loyalty, attitude, reputation, integrity, or personal responsibility? Which of these values comes into play most often in your business?

Not many people would say they’re ambivalent about honesty, but it’s not about listing off every positive value you can think of. Instead, it’s about determining what values are most important to you and which will benefit your business most.

A competitive sales environment might value assertiveness and productivity, while a handmade crafting business might favor customer relations. It’s not that specific leadership values are better than others; it’s just that different companies and business owners will have different priorities.

Could you list all the values important to you as a business owner, then rank them from most to least important? This will tell you much about what you must prioritize in your organization. Know that your list may change as your business evolves, but getting your leadership values on paper is the first step towards nurturing them throughout your organization.

Your Business Leadership Values List

You can communicate how you want your team to act when you understand your beliefs. First, could you ensure your values are well-known amongst your teammates? Please put them in the handbook, hang signs in the breakroom, and include a values rundown as a part of the onboarding process to be sure everyone is on the same page.

It’s essential to be consistent in the enforcement of your leadership values. If you say you value honesty, for instance, but balk at constructive criticism, employees will soon learn that they can’t trust the company’s values or, for that matter, you as a leader. Be prepared for all outcomes before making your company values clear to everyone.

Most importantly, though, you need to ensure you’re hiring managers who embody your company values through and through. Poor management is one of the top reasons employees leave a company, and the behavior your managers model in the workplace is what the employees will mirror back to them.

Defining business leadership values is a topic near and dear to my heart. If you’re struggling, click on my contact form for a complimentary coaching video call to discuss how you can create the catalyst for teaching your leadership values.

Coach Dave