Integrating core values into decision-making requires intentional alignment at every level of the organization. Start by clearly defining your core values and ensuring they are embedded in your strategic planning. When making decisions, reflect on how each aligns with those values—whether it’s a program launch, hiring, or partnerships. Use these values as a filter to evaluate choices, asking how each decision supports or detracts from your mission. Transparent communication of these values in team discussions encourages buy-in and accountability. Finally, reward and recognize behaviors that exemplify these values, creating a culture where they guide actions, not just words.

In my experience of leading a Toastmasters club, clarity is everything; the vision, the mission, and the core values. It is important to align the organization's values with yours and everyone in your team. In other words, you need to know your team's values: people need to be able to see that their values are a part of the organization's values. You won't be able to attract and retain top talent if the values are not aligned. Second, to lead by example; demonstrate adherence to the organization's values in your leadership style. Use these values in your communication. Third, to remind them these values; talk about the values, review and reflect, show how you use these values for your decisions. Over time, these values become your culture.

En una organización sin ánimo de lucro, los valores fundamentales no son simplemente una declaración; son la base que impulsa todas las acciones y decisiones. Asegurarse de que las decisiones del equipo reflejen esos valores requiere un enfoque intencional que integre los principios en la cultura organizacional, el liderazgo, la toma de decisiones y las interacciones con los beneficiarios. Con un marco sólido basado en estos principios, se garantiza que la organización mantenga su integridad y logre su impacto social sin desviarse.

In times of crisis, honesty and transparency aren't just virtues—they're essential. Facing challenges head-on builds trust, shows leadership, and fosters resilience. Authenticity inspires confidence and paves the way for meaningful solutions.

At Labor, our core values guide all decisions. To ensure this, we continuously reinforce these values through meetings, training sessions, and internal communication. Additionally, we use regular feedback to review our actions and invest in ongoing education, strengthening the understanding and application of these values in the team's daily work.

A lot of core values are simply wall art. They are vague and not applied to the 'real' work of the agency. I have encouraged nonprofits to create or discern 5-10 core values. Half are about staff behavior, and half are about client treatment. It's hard to know or measure a core value such as 'honesty.' Core values need a verb to control behavior. So if I ran a nonprofit immigration clinic, a core value might 'We tell the truth to clients' because there are a lot of lies told by some providers. I'd also look back 12 months to see if anyone has been fired for violating the core value. If it's not a real core value, then no one will ever be held accountable for ignoring it. Verne Harnish says that 'We hire for skills & fire for values