Values cease to be values if they are negotiable. We refer to non-negotiable values as core values.

By definition, a [core] value, is something that we hold as more valuable than anything else, such as our principles. They come from our core and define who we are as people. They form our character, provide foundational boundaries, and regulate how we behave regardless of whether others are watching.

Values in business, together with shared vision, operate like glue to create a strong team bond. But to have that effect there must be clarity, of what the values are, and commitment to stay the course, regardless of the obstacles, hurdles, and temptations that inevitably come our way in any worthwhile endeavor.

When defining core  values be careful not to include aspirational or permission-to-play values as core values. Rather, define them separately as aspirational or permission-to-play values so they can  still have directional value.

Aspirational values are those that you would like to see as part of your future core; something you aspire to. But they are not core today if they are not evident in the way your team behaves today. To misstate aspirational values as core creates cynicism within the team and keeps them from committing to true core values because of how inauthentic it makes they organization and its leaders appear.

Also be careful not to include certain basic values like honesty, integrity, etc into your list of core values. These basic values are called permission-to-play values as they should be self evident in every organization and do not serve to differentiate the organization.

If you have not yet defined your core values commit to doing so in the next three to six months. Your team will benefit greatly from the clarity. It is not an exercise, however,  that should be taken lightly. Often it is helpful to utilize the services of a culture specialist as they come from a neutral standpoint and can hold a team accountable to completing the task.

Defining core values will not only help in giving direction to your current team, but will help you in hiring the right people who share those same values and are committed to following them, thereby strengthening your culture.

Herb Mast is Leadership Coach and Employee Engagement Specialist. Learn how he can assist you in implementing the principles and concepts presented here.