In this latest essay, “Part 6: A Deeper Dive Into Core Values,” I explore the value, commonalities and importance of well-defined and embraced Core Values as essential to the creation of High Trust Companies (HTC’s). And after decades as an executive-team coach, I also share my personal process of helping clients define (and refine) Core Values that will stand the test of time to help guide the organization.

“After all, values become the beacon, guiding individuals toward and away from actions, and as a defining element to speed and support trust. But even more nuanced, they help us distinguish between important or not important, desirable or not desirable, connecting or not connecting, which makes the Values component so incredibly important to building great relationships as well as great companies.”

Are Core Values a priority for you and your leadership team? I invite you to review the essay. See what you think. Please leave your feedback in applause at the end (if you find value) or leave comment. Together we can build great and trust-centered organizations.

Here’s the executive summary (below), as well as the link to read more:  “Part Six: A Deeper Dive Into Core Values.


Executive Summary

  • Building a High Trust Company (HTC) requires the following elements: opportunity; vision; purpose; goals; plans; competency; division of work; structure; collaboration; communication; resources; confidence in creating value; judgement; patience, and time.
  • A person’s well-being in general is influenced by the level of satisfaction with their Work, with their relationships within the workplace and the belief that their Work matters (aka they buy into the company’s purpose).
  • You don’t make money because you want to make money; you make money because someone values what it is you do / have.
  • HTC’s develop high-trust cultures built upon a small collection of very well-developed Core Values.
  • An organization’s Core Values are a key component of the Connections-Based Trust dimension, one of the most common ingredients that companies focus on if they have any interest in building an HTC. This typically is a short list of behavioral norms, philosophical beliefs, and / or guiding principles that a company finds important, relevant and enduring.
  • While there are different approaches to develop Core Values, well-defined and genuinely embraced Core Values will help clearly define who the company is, what it stands for, who belongs in it and how to unify people within it, amongst other things.
  • Values become the beacon, guiding individuals toward and away from actions, and as a defining element to speed and support trust.