First, lead by example and reinforce core values through actions and communication. Recognize and reward behaviors that align with these values. This sets a clear standard and inspires others to follow. 🌟 Second, provide training and workshops to address the gaps. Encourage open discussions about values and their importance. Create a supportive environment where employees feel motivated to embrace and uphold the organization’s principles. 🤝📈

Whenever an organization defines core values, it is essential to talk about and give examples of what the values look like in action. Ongoing communication about how values guide decision making at the organization, as well as leaders modeling behaviors aligned with core values is key.

talk less about values and more about the behaviours that demonstrate those values. role model those behaviours and find others who will also do that. Reward and acknowledge the behaviours, and their adoption rate will increase over time. This can be measured. Values on the wall mean very little without the behavioural dimension coming into play.

Core Values do not drive behaviour. What you measure, reward and recognise drives behaviour. If you have disparity it is time you had a look at your core values in conjunction with your measures and targets and aligned them to purpose.

Alignment should come from within. Instead of explaining values, guide the team to reflect on what these values mean to them personally. Through introspection, help them discover parallels between their own beliefs and the company's values. This approach fosters ownership and connection. Facilitate a culture workshop or team coaching session where the team collectively defines how to embody the values in their daily actions and rituals. By translating abstract concepts into shared practices, the team not only aligns but also strengthens its commitment to living the values together.