Creating Core Values
Have you read Zappos’ Core Values? If you haven’t, then you probably also want to read a lot more about Zappos, one of the “best companies to work for” and a company known for fostering a fabulous culture.
After reading their Tony Hsieh’s book, Delivering Happiness, about creating Zappos and fostering their culture, we passed the book around to many of our management staff at PEPY. Not only did the process they went through and the value they put on culture resonate with us, but a lot of their values did as well. Our communications team has “WOW Idea Sessions” and being humble has become a mantra for some of our teams. We wanted these values to be our own, and through that realized that we already had a lot of great values, we just needed to write them down!
In these last weeks wrapping up my time in Cambodia before I head off to a graduate program, we have been putting a lot of time into strategic planning and we realized that we needed our own documentation of our core values to help act as a guiding tool for our ongoing decision making. I read up on Zappos work as well as on the CultureSync website, a website which seems to be connected with the book Tribal Leadership, and asked some friends who work in HR for their advice.
What resonated with me most through this research was the idea that core values shouldn’t be something etched in stone on the front of a building, as buildings don’t have values (must like they don’t “teach kids”). Instead, PEOPLE have values, and the core values of an organization are only as strong as the core values of those people who make up the team. So rather than carving values into a wall, we asked our staff to identify THEIR core values and then identify the values at PEPY which connected them to this work. Each person did this on their own and then each manager compiled this list of words/phrases into their top 30 and then all of those were compiled and edited down into a list of 50+ concepts which we brought with us to our strategic planning retreat.
There we spent a few hours defining the terms to make sure we all had a shared definition of the concepts and then we spread the words out into different categories and taped the all over the room. We each had 10 stickers which we could use to vote on a specific word or a cluster of words as our top choices for the most important components of PEPY’s core values. We then found which choices got the most votes and allowed a time for people to champion a word which was not included. We argued over whether we should include core values we didn’t feel we yet excelled at exhibiting and decided that we needed to be honest about how we defined them, but if they were indeed things we all valued and were working towards, we should include them.
We then took our list of “top” value words and our team’s wordsmiths put them together into short statements. Like the Zappos values, we wanted ours to be action statements, which not only state what we value, but how we want to live, traits we are looking for in those we hire, and how we plan to evaluate our individual and collective actions. We then reviewed these with the whole PEPY crew of 50+ people at two staff meetings to make sure we made the right word choices and ensure everyone had a feeling of ownership over these ideas. From there, we wrote short paragraphs to outline what that values mean to us and how we interpret the quirky statements we wrote so we can have a shared meaning with all those outside of PEPY who want to learn more about what drives us.
I was editing the paragraphs and thought I would share them. Actually, I added two sections which haven’t been edited much, and those two still need a lot of work (I’ll let you guess which ones they are!). There were still a few words/concepts from our top list which we hadn’t previously found a way to add into our statements and I tried to fit them in. In otherwords, this is still a rough draft, still needs more buy-in, and I’m putting these up here to:
a) gather thoughts from those of you who know about PEPY and might want to add your two cents
b) share the process we are going through in creating these value statements in case that is of value to anyone else (sorry about the attempt at a word pun, core value editing will do that to you!)
Share your thoughts if you have time!
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A DRAFT of PEPY’s Core Values
1) Commit to our unending potential for improvement
We have to improve ourselves in order to improve the world.
We believe that everyday provides new opportunities to learn and the journey to perfect has no finish line. We have found that the best way to grow is to start by identifying areas where we are failing to reach our dreams. We place great emphasis for our team, and our organization as a whole, on being self-critical. We constantly analyze and reflect on our programs, our activities, our collaborations, and our philosophies and work towards better. When we reflect on our journey as an organization, we identify being flexible to adapt to new learning as keys to our growth which often came from making difficult decisions to change how we worked. Investing in the life-long learning of each of our staff and fostering a culture of self-development are the PEPY basics. We know we can ALWAYS be better, and we’re committed to working towards that!
2) Think unreasonably. Dream BIG
“There are some people who live in a dream world, and there are some who face reality; and then there are those who turn one into the other.” -Douglas Everett
At PEPY, “outside the box” thinking is not only encouraged, but expected. We celebrate “WOW ideas”: those that are unusual – unreasonable even – and that have the power to shift our mindset towards new solutions for old problems. We try to foster an environment where people know that it is ok to be off the wall as we want our team to take calculated risks at challenging the conventional, the everyday, the acceptable. We want to push the boundaries of what we can achieve and to do that we need big and powerful dreams that we can work towards. Continue Reading