Ep.025: Core Values | Part Two

Core values are often treated as decorative statements that hang on office walls, forgotten and ignored in daily operations. However, as we learned through our journey at Team Wilson, core values can be the beating heart of an organization when properly implemented and lived out.

Our transformation began with the realization that our extensive list of 22 core values was simply too unwieldy. As one of our mentors pointed out, if core values aren't written down, trained, and integrated into the employee lifecycle, then they don't truly exist as functional principles. This revelation prompted us to take a hard look at our culture and make significant changes.

The process of distilling our 22 values down to just 7 wasn't merely about simplification—it was about creating a coherent philosophy that would guide every aspect of our business. We carefully arranged these values in a specific order that reflects the lifecycle of any business endeavor: Honor God, People First, Extreme Ownership, Pursue Excellence, Relentless Execution, Data Wins, and Win as a Team. This progression isn't arbitrary; it represents a logical flow from foundational principles to successful outcomes.

What truly sets our approach apart this time is the comprehensive implementation strategy. Rather than simply announcing these values and hoping for adoption, we've integrated them into every touchpoint of the employee experience. From the interview process to coaching sessions, performance reviews, and daily operations, our core values are omnipresent. This consistent reinforcement ensures that team members can't help but internalize these principles.

The early results have been promising. We're beginning to hear team members spontaneously reference the core values in meetings and conversations. They're using phrases like "We didn't pursue excellence with that" or "We're not winning as a team here," demonstrating that these concepts are becoming part of the organizational vocabulary.

For business leaders struggling with ineffective core values, the path forward begins with humility. The hardest step is admitting that your current values aren't working. The second hardest is seeking help to address the issue. And finally, having the courage to restart the process, knowing that failure is always a possibility. But as we've learned, if your values aren't driving behavior, they're just noise.

The younger generation entering the workforce today is looking for more than just a paycheck. They want to bring value, find meaning, and be part of something worthwhile. Well-crafted core values that are genuinely lived out can help attract and retain these purpose-driven individuals. As one of our favorite quotes reminds us, "Culture is alive. It either grows or it decays, and you can't drift into excellence."

Remember that culture isn't built in meetings—it's built in moments. More is caught than taught, meaning that leaders must embody the values they espouse. While perfection is unattainable, the consistent effort to live by your principles is what ultimately shapes organizational culture.

In a world where values are often treated as mere corporate window dressing, genuine commitment to meaningful principles can be a powerful competitive advantage. By ensuring that your core values are clear, concise, and consistently reinforced, you can create a thriving culture that attracts like-minded individuals and drives your business forward with purpose and integrity.

Chapters:

0:00 Welcome and Episode Introduction

2:13 The New Core Values Revealed

6:47 Our Favorite Core Values

14:56 Implementing Values Throughout the Company

21:05 Creating a Culture People Want to Join

26:00 Advice for Leaders with Failing Values

31:00 Closing Thoughts and Prayer Invitation