Core Values

Core values are the fundamental beliefs and guiding principles that represent an organisation's highest priorities, deeply held beliefs, and core, driving forces. They define what an organisation stands for and guide internal conduct as well as relationships with customers, partners, and stakeholders.

Purpose

The purpose of documenting core values is to ensure that all members of the organisation understand the foundational principles that shape its culture and decision-making processes. Core values help in aligning the team's actions with the company's vision, fostering a strong and cohesive organisational identity.

Format

Core values are typically presented as a concise list of key principles or statements. Each value is usually accompanied by a brief description that elaborates on its meaning and provides context on how it applies to the organisation's operations and decision-making processes.

Examples

Disney

Safety. Disney places a strong emphasis on the safety of their employees, consumers, guests, and anyone who interacts with their business platforms. Safety is a key feature in all of the myriad departments and touchpoints Disney has in its various markets.
Courtesy. Disney encourages all employees to treat one another and customers with the utmost respect and dignity. It seeks to always go above and beyond for its customers and encourages its staff to aim for this goal as well.
Show. This value of Disney comes from creating the most engaging and compelling entertainment for its customers and guests. Whether it's film and TV products, or the experience of having fun at one of their many theme parks, Disney is committed to creating the best show possible for the public.
Efficiency. The company also has a strong commitment to efficiency. This includes all aspects of their business and entertainment activities. It strives for exceptional levels of operation and is always seeking ways to innovate and improve its various business platforms.

IKEA

Togetherness: Togetherness is at the heart of the IKEA culture. We are strongest when we trust each other, pull in the same direction and have fun together.
Caring for People and Planet: We want to be a force for positive change. We have the possibility to make a significant and lasting impact — today and for the generations to come.
Cost-consciousness: As many people as possible should be able to afford a beautiful and functional home. We constantly challenge ourselves and others to make more from less without compromising on quality.
Simplicity: A simple, straightforward and down-to-earth way of being is part of our Smålandic heritage. It is about being ourselves and staying close to reality. We are informal, pragmatic and see bureaucracy as our biggest enemy.
Renew and Improve: We are constantly looking for new and better ways forward. Whatever we are doing today, we can do better tomorrow. Finding solutions to almost impossible challenges is part of our success and a source of inspiration to move on to the next challenge.
Different with a Meaning: We are not like other companies and we don’t want to be. We like to question existing solutions, think in unconventional ways, experiment and dare to make mistakes - always for a good reason.
Give and Take Responsibility: We believe in empowering people. Giving and taking responsibility are ways to grow and develop as individuals. Trusting each other, being positive and forward-looking inspires everyone to contribute to development.
Lead by Example: We see leadership as an action, not a position. We look for people’s values before competence and experience. People who ‘walk the talk’ and lead by example. It is about being our best self and bringing out the best in each other.

Patagonia

Quality: Build the best product, provide the best service, and constantly improve everything we do. The best product is useful, versatile, long-lasting, repairable, and recyclable. Our ideal is regenerative products that give back to the earth as much as they take.
Integrity: Examine our practices openly and honestly, learn from our mistakes, and meet our commitments. We value integrity in both senses: that our actions match our words (we walk the talk), and that all our work contributes to a functional whole (our sum is greater than our parts).
Environmentalism: Protect our home planet. We’re all a part of nature, and every decision we make is in the context of the environmental crisis challenging humanity. We work to reduce our impact, share solutions, and embrace regenerative practices. We partner with grassroots organisations and frontline communities to restore lands, air, and waters to a state of health; to arrest our addiction to fossil fuels; and to address the deep connections between environmental destruction and social injustice.
Justice: Be just, equitable, and antiracist as a company and in our community. We embrace the work necessary to create equity for historically marginalised people and reorder the priorities of an economic system that values short-term expansion over human well-being and thriving communities. We acknowledge painful histories; confront biases; change our policies; and hold each other accountable. We aspire to be a company where people from all backgrounds, identities, and experiences can be their whole selves and have the power to contribute and lead.
Not Bound by Convention: Do it our way. Our success—and much of the fun—lies in developing new ways to do things.

Anti-patterns

Vagueness: Crafting values that are too broad or generic, which fail to convey meaningful guidance or distinguish the organisation.
Misalignment: Developing values that do not align with actual business practices or employee behaviours, leading to cynicism and disengagement.
Overcomplication: Listing too many values or making them too complex to easily understand and implement, diluting their impact.
Lack of Integration: Failing to embed core values into daily operations, decision-making, and cultural practices, rendering them ineffective.