To bridge the gap between your team’s actions and core values, start by identifying specific behaviors that are misaligned. Facilitate an open discussion where team members can reflect on these discrepancies and share their thoughts on the core values. Then, collaboratively establish clear expectations that align with the values, and identify actionable steps to encourage desired behaviors. Recognize and celebrate instances when team members embody these values, reinforcing positive alignment. Finally, provide ongoing support and coaching to help your team integrate these values into their daily actions, fostering a culture of accountability and growth.

Train them in the values, culture & ethos from the get-go We do a one-day training course during induction that is solely focused on this - and the history of the business. Make sure everyone understands the expected behaviours that reinforce those values and make them part of the measures and appraisal process. Reinforce them at every opportunity by praising behaviour that mirrors them and reprimanding behaviour that doesn't. If a staff member persistently refuses to embrace the values, get rid of them as however good their performance is in other areas of their role, they'll cause the business serious damage!

Whilst it is helpful to look at root causes and understand why behaviour doesn’t align to espoused values, I would want to understand how those values were agreed and embedded in the first place. Rather than assuming the issues sit with employee behaviour, I’d consider whether the values align to the needs of employees, and if employees are struggling with expectations they believe aren’t in the best interests of themselves or stakeholders. Many will feel challenged by being required to behave in ways not aligned to personal values and beliefs. Look at whether stated values need updating, or expectations need to change around informal values and priorities. It is worth consulting employees and giving them a say in what the values are.

Ensuring that there is an open dialogue and avenues for teams to understand how their own and others behaviours and actions are aligned or misaligned to core values is critical. What does good look like at the leadership, team and individual level and are these being lived across the organisation?. Are the core values/behaviours upheld and demonstrated across teams and leadership more broadly and reinforced through recognition and reward. Gaining these perspectives will provide value insights on how to move forward.

That is probably one of the biggest problems that a leader can have. If you can't align with the company's values, you should really reflect if you are in the right place. You may even decide to stay, but it will definitely have an emotional cost, and it is very unlikely that you will be able to work at your full potential. All a manager can do in that case is talk to the team and showcase the bright side about the company's culture. Even in more difficult cultures, there is always a good side. He should then monitor who is being able to understand the culture and see it with different eyes. For those employees who are not able to actually participate and live those values, it is probably best to find some other place to work

To bridge the gap between team actions and core values: Clearly communicate and reinforce values regularly Lead by example, demonstrating values in your own actions Provide training on how to apply values in daily work Recognize and reward behaviors that align with values Incorporate values into performance evaluations Foster open dialogue about challenges in living the values Collaboratively develop specific behaviors that exemplify each value Create accountability by addressing misalignments promptly Celebrate successes when the team embodies core values Consistently implementing these strategies will help align team actions with core values over time.

If this happens a recontracting is necessary and a first step would be to evaluate the “why” behind. Is there a change in their values, is something different, how did the gap happen? A second step would be to observe and analyze the most common behaviours and reactions and then to discuss openly about the “elephant” in the room. How can you as a leader help the team recalibrate?

I believe that when there’s a disconnect between a team’s actions and the organization’s core values, it’s crucial to address it strategically. As a change consultant, I often recommend facilitating a strategic alignment session. This involves: a) Identifying the core values most relevant to the current challenges, b) Exploring how the team perceives their actions in relation to those values, and c) Co-creating a concrete plan to bridge the gap.

To address the misalignment, you can take these steps: 1. Understand the Misalignment • Identify the Gaps • Seek Feedback 2. Reinforce Corporate Culture & Values • Communicate Clearly • Set Expectations 3. Lead by Example • Model the Values • Recognize & reward 4. Provide Training & Development • Offer Workshops on core values & expected behaviours • Promote Self-awareness 5. Align Goals & Incentives • Incorporate Values into Performance Metrics - Set Collaborative Goals 6. Foster Open Communication • Encourage Dialogue • Address Issues promptly 7. Continuously Evaluate and Adjust • Monitor Progress • Solicit Feedback