Clarifying the Core Values ​​for Effective Leadership

How Core Values ​​Shape True Leadership and Ensure Lasting Success

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Most senior executives have an intuitive understanding of their core values; But have you actually taken the time to define them, commit to them, and implement them in your personal and professional life? Taking this step does more than clarify what you’re willing to fight for or take a stand for in the workplace; It encourages inner peace and deep pride in your actions. Understanding and embodying core values ​​is essential to leadership, those who shape decisions, relationships, and even the culture you help develop.

Why Are Core Values ​​Important for Senior Managers?

Leadership isn’t just about technical skills, especially at senior levels where decision-making affects the entire organization. Managers are hired for who they are, not just for what they know, and core values ​​play a crucial role in shaping your style and impact as a leader.

Consider a senior leader who is known to be autocratic or even tyrannical. He believed that effective leadership meant dictating rather than encouraging open dialogue and collaboration; it was a style that isolated him from his team and alienated his colleagues. His manager was seriously considering firing him when he asked me to coach him. As part of our study we explored his core values; one of which was “meaningful relationships.” He soon realized that his autocratic style was the opposite of making meaningful connections. Six months after he decided to live up to his values, including cultivating real relationships, his reputation changed. Not only did he remain in office, but he was also promoted to a larger position.

By clarifying your values, you can strengthen your relationships, improve decision-making, and cultivate the respect of your team and colleagues. Values ​​act as a compass that helps you make better personal and professional decisions by providing guidance for difficult choices. Your values ​​act as filters that determine where to direct attention, what is appropriate to ignore, and what needs to be consciously considered.

Evaluation of Personal and Institutional Values

For senior executives, it’s less about aligning your core values ​​with the organization’s values ​​and more about assessing where those values ​​align. The aim is to assess whether there is enough common space for you to grow and perform at your best. This overlap supports authentic leadership by allowing you to work in a way that aligns with your core principles. When personal and organizational values ​​share common ground, you can act authentically without compromising your beliefs. Conversely, a significant disconnect can lead to internal conflict, disengagement, and career dissatisfaction.

Alignment of workplace values ​​may influence career choices more than you think. During my tenure as CFO, one of our top product development leaders decided to leave the organization. In our exit interview, I asked him about his reasons for leaving. He said something that surprised me: “John, the real reason I’m leaving is because you and (the CEO) are too healthy. You’re not going to Burning Man or anything like that.” Learning that our “wholesomeness” didn’t resonate with him was eye-opening and underlined my observation that values ​​are deeply personal. The result is that people don’t feel “at home,” meaning their personal values ​​and the organization’s values ​​don’t quite align. They will choose themselves among the organizations.

Establishing Working Principles Regarding Core Values

Operating principles are statements that translate core values ​​into observable actions and provide clear guidance on how to live those values ​​on a daily basis. A simple technique to develop these is to imagine a journalist observing your daily actions: What behaviors do they note that clearly indicate you are living a particular value? Describing these principles in present-tense language helps you rewire your brain circuits and reinforce the behaviors needed to consistently live by these values. For example, instead of saying, “I will be transparent,” the working principle of transparency might be: “I communicate openly and directly, balancing honesty with respect.” You may also choose to adopt a valuable quote from an admired figure, such as Gandhi’s quote, to strengthen your commitment to each working principle: “Truth never does harm to a just cause.”

Working principles make values ​​actionable. They serve as a daily reminder, a visible example not only for you, but also for those around you.

How Can We Honor Values ​​Without Imposing them?

Leaders walk a fine line in living their values ​​without imposing them on others. The important thing is to focus on values ​​that have broad relevance to the work environment. More personal values, such as certain religious practices, can be honored privately without seeking approval from others. By embodying values ​​that align with those of the organization, leaders foster an inclusive environment where different beliefs coexist harmoniously.

Action Steps: Defining and Implementing Core Values ​​in Leadership

1. Reflect and Define: Start by answering the following questions as thoughtfully as possible: What is lastingly important to me? What are my biggest priorities in life? This reflection will probably produce a list of 20-30 values. Then, organize these values ​​into logical groups to create 5-7 core value themes (e.g. family, discipline, creativity, service) that each represent a common core. Each theme needs to contain 2-5 interrelated values; This results in a cluster focused on your core values.
2. Create Working Principles: For each core value, create a set of “operating principles” that describe what it is like to live that value. Imagine a journalist observing you throughout the day; What specific behaviors do they note as evidence of your values? This makes values ​​actionable and helps reinforce the mindset and behaviors needed to consistently live by those values.
3. Assess Organizational Overlap: Evaluate the fit between your personal values ​​and the organizational culture. It’s not about complete harmony, it’s about providing enough common ground for you to thrive. If there are significant gaps, consider how you can close them or whether adjustments are necessary.
4. Communicate and Model: Share your values ​​and operating principles with your team, highlighting how they guide your decisions and actions. Consistently model these values ​​in major decisions and daily interactions to set an example for others.
5. Get Feedback and Adjust: Ask for feedback from trusted colleagues and mentors on how well you are implementing your values. Periodically re-evaluate and refine your operating principles based on experiences, growth and insights.

Conclusion: Leadership as Commitment to Core Values

The advice for senior leaders just starting this journey is simple: Take your time. Clarifying your core values ​​and sticking to them isn’t an overnight task; It is a journey that requires introspection, courage and consistency. Remember, leadership is as much about who you are as what you know or do. When your values ​​guide your actions, you inspire those around you and find a deeper sense of peace and pride in your work. Beginning this journey may take time, but it is the foundation of leadership that inspires and lasts. Embrace this process and make it a priority. After all, values ​​are not just words; these are the foundation of effective and lasting leadership.