How we think about values and behaviours

How we behave

Lots of companies are great at writing values down and struggle to operationalise them. The risk is empty words on a wall. This area is about making behaviours tangible, clear, and embedded.

What this culture area means

Lots of companies are great at writing values down and struggle to operationalise them. The risk is empty words on a wall.

Approach as refresh, not always blank-slate: what is holding us back, what should we stop, start, or continue?

Part 1: Culture design of values and behaviours

C-suite comms on the imperative for change (why now?)
Transparent project hub on your wiki
Org-wide contribution (what to protect, drop, amplify)
Focus groups to cluster insights
Synthesise into simple do's and don'ts
Share findings org-wide and invite feedback

Part 2: Operationalising with tangibles

Behaviours are a cross-cutter. Operationalise in hire, fire, promote, incentivise, celebrate, and accountability loops.

Prioritise for impact against your imperative. Pick one high-impact change for a quick win to keep momentum.

Part 3: Culture management

Failure patterns to watch

Leadership not role-modelling target behaviours
Individuals not held accountable for outlined behaviours
Inconsistent rollout of rubrics, PD plans, hiring scorecards
Values weaponised against the organisation

Useful resources

Playbooks, templates, and reference material to help you design and fix this culture area.

Resetting Behaviours playbook

Members

Operationalise values and reset behaviours that do not serve you.

Open Org Workspace membership required. You will be asked to sign in.

Culture Offsite playbook

Members

Co-create behaviours with your team in a structured offsite.

Open Org Workspace membership required. You will be asked to sign in.

Team charter (Miro template)

Co-create team norms and behaviours collaboratively.

Team charter canvas

Design a Better Business tool for defining how teams work together.

Feedback Culture playbook

Members

Reinforce behaviours through feedback and recognition.

Open Org Workspace membership required. You will be asked to sign in.