Start by identifying barriers, ask: "What makes these values feel disconnected from your work?" Build an ecosystem of shared purpose by integrating these values into everyday routines, from decision-making to recognition programs. Rewarding actions that embody core values publicly transforms them from statements to habits. This fosters not just compliance but genuine belief. Real alignment comes when every team member sees their role as vital to the bigger mission.

To ensure team alignment with core values, encourage regular reflection on how individual contributions tie back to these values, fostering a culture of shared commitment and accountability.

Try printing them on a wall and calling it culture. It’s proven to work 60% of the time, every time. NOTE: results may vary and this action may also burn the nostrils.

Your team doesn’t resonate with your core values? It’s not their problem; it’s yours. Values are only words until they’re felt. Start by showing, not telling, how these values improve their work and lives. For example, if “accountability” is a value, own your mistakes publicly first. Show them it’s safe. Next, connect values to rewards they care about: appreciation, growth, or opportunities. People align when they see the win. Finally, let them shape the values. Ask: “What does success here look like to you?” Give ownership; they’ll commit. Alignment begins when values stop being yours and become theirs.