Values First—Then Culture

Dr. Sam Adeyemi reveals the six secrets to an enviable working culture for values-driven leaders and C-suite executives.

Today’s guest post is by Dr. Sam Adeyemi, author of “Dear Leader: Your Flagship Guide to Successful Leadership.”

6 Secrets to Creating an Enviable Working Environment

If your organization were a mechanic, your working culture would be the tools of your trade. Is your circuit tester compatible? Are your pliers and ratchets in good repair?

Companies with successful working cultures believe in the future of their success, and 47% of these organizations actually see significant annual upticks in revenue thanks to their improved working atmosphere. So how does an executive build an uplifting and attractive professional environment? Here are six secrets to creating an enviable working culture.

1. Values that are defined.

Dictionaries have been around for over 4,000 years. The Akkadian Empire of Ancient Syria chiseled stone tablets that functioned like translation tools, or bilingual glossaries. By 200 BCE, Ancient China had produced the Erya, a dictionary, thesaurus, and encyclopedia rolled into one. Why? Because clarity is essential.

Defining your personal and organizational values is where it all begins. In fact, around 95% of employees say they don’t even understand their company’s overall strategy. Creating a positive working culture is never easy, but a well-defined and value-driven perspective makes every difficult decision along the way just a bit easier. How is our time usually spent? How are our resources typically allocated? These are easy-to-define indicators that provide us with useful insights into what matters most to our organizations — and to us as leaders and executives.

2. Values that are aligned.

In eight-person rowing, or crew as it is often called in the United States, the coxswain sits at the front of the boat, facing the other members of the team. Equipped with a waterproof megaphone, it is their job to steer the boat and keep the group in rhythm. Without an effective coxswain, a team can’t possibly hope to lead the pack.

It’s important that you and your team commit wholeheartedly to your organization’s goals. Such dedication not only increases productivity and performance, but it also makes it easier for your employees to get happy and stay happy. So, how do you achieve this level of commitment? By aligning your organization’s values with the individual values and motivations of your team members. This doesn’t mean making any unnecessary or uncomfortable compromises. It does, however, mean taking a long look at how one set of values can serve the other — and vice versa.

3. Values that are modeled.

Role models are undeniably powerful. We already know they have a profound impact on children, and recent studies show that observing modeled behavior can improve self-control among adults and inspire new behaviors. Simply put, setting the right example can lead to big changes.

How you interact with your organization’s values is your forward-facing testament to what matters. These interactions can influence your workplace expectations, day-to-day routines, and overall vision. For example, if your executives are not willing to live up to a certain standard themselves, then they should never expect it from their employees. When you model and embody the values that you demand from others, you are much more likely to receive support and inspire in-house ambassadors of your own.

4. Values that are widespread.

The typical stages of technology adoption are divided into two basic groups: early market and mainstream market. To progress from one to the other, a new technology needs to cross a chasm between the early adopters and the early majority. Those technologies that fail to bridge the gap never achieve mainstream success.

At the end of the day, your organization’s values can’t make a serious impact on your working culture unless they’re adopted en masse. No matter the industry, your organization is an interdependent system of professionals — a team working together. Each person and department has its own sphere of influence, meaning you need buy-in at every level before any set of values will begin to prevail within the system.

5. Values that attract top talent.

Most everyone has heard that “you can catch more flies with honey than with vinegar.” The phrase is an English proverb that dates back to the 1600s. It is a staunch reminder that kindness is rewarded, and that you only attract that which you are able to entice.

In an ideal world, your values should be as famous as your brand. Your organization’s priorities should be a known quantity, and these priorities should create a working culture that is attractive to the most sought-after talent in your industry. If your values are already defined, aligned, and modeled across the board, these character-driven professionals will serve to further bolster your brand — and the values attached to it.

6. Values that reward the right people.

Before the Code of Hammurabi appeared in 1750 BCE, no society possessed a consistent and recorded set of laws. Every case was decided individually, which meant legal proceedings were both wildly unfair and increasingly chaotic. That said, once the code was inscribed on a basalt slab, the “rule of righteousness” had begun.

Rewards and reprimands are essential to managing your team’s morale. Unfortunately, it can be difficult to ensure consistency with any values-driven reinforcement if your organization hasn’t thoughtfully outlined values that promote the right behavior. Employees want to correct their mistakes. Employees want to reach for and celebrate their successes. Still, it’s important that your organization’s values reward this behavior when it’s happening and encourage course corrections when these standards are neglected.

Atlanta-based Dr. Sam Adeyemi (SAY: Ah Day yeh me) is CEO of Sam Adeyemi, GLC, Inc. and founder and executive director of Daystar Leadership Academy (DLA). More than 45,000 alumni have graduated from DLA programs, and more than 3 million CEOs and high performing individuals follow him on top social media sites. Dr. Sam’s new book is “Dear Leader: Your Flagship Guide to Successful Leadership.” He holds a Doctorate in Strategic Leadership from Virginia’s Regent University, and is a member of the International Leadership Association. He and his wife, Nike (say Nee keh) have three children. Learn more at SamAdeyemi.com.

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