Grow But Keep What Matters: Building a Culture That Scales

"Culture eats strategy for breakfast." - Peter Drucker

Here's what I'm learning working with business owners - no matter how good your strategy is, your culture will make or break you. Walk into McDonald's versus Chick-fil-A. Feel the difference? That's culture.

Let's Get Real About Core Values

I know what you're thinking. "Core values" sounds like corporate nonsense. Maybe you've seen it done badly - those fancy words on walls that nobody lives by. I get it. But hang with me for a second.

Core values aren't just words. They're how your company behaves when you're not in the room. They're what makes your blood boil when you see competitors doing the opposite. And they're the reason your best people stay or leave.

Finding Your Real Values

Here's how I help clients discover their actual core values (not just copying what sounds good):

1. Start with "I believe" statements - What fires you up? What opinions do you have that might be unique? Get specific.

2. Look at what change you want to see - What's broken in your industry? How do you want to fix it?

3. Think about legacy - What ripple effect do you want your company to have?

4. List what you don't like - What do competitors do that drives you crazy? These pet peeves often point to your values.

5. Define your non-negotiables - What would you never compromise, even for profit?

The Litmus Test

Run each value through these questions:

• Would you sacrifice this for money?

• Does it disappear under stress?

• Will it matter in 25 years?

• Would you drop it if it became a competitive disadvantage?

If you answer "yes" to any of these, it's not really a core value.

The Bottom Line: Three Keys to Making Culture Stick

1. Talk the Talk

Your values need to show up in:

• Every team meeting

• Training programs

• Performance reviews

• Marketing messages

• Customer interactions

• Hiring interviews

• Onboarding processes

2. Walk the Walk

This is where rubber meets road:

• Leaders make decisions based on values

• Systems support value-driven behavior

• Processes reflect core values

• Resources back up what matters

• Conflicts get resolved through values

• Tough calls align with culture

3. Reward the Walk

Most critical piece:

• Build bonuses around values

• Promote based on values

• Celebrate value-driven wins

• Share stories of values in action

• Create value-based advancement paths

• Recognize when people live the values

Building Systems That Scale Culture

Here's how we make it stick:

Hiring & Onboarding

• Value-based interview questions

• First-day welcome package highlighting values

• Buddy system with culture champions

• 30-60-90 day value checkpoints

Daily Operations

• Morning huddles that reference values

• Customer feedback tied to values

• Project checklists that reflect values

• Team meetings structured around values

Leadership Development

• Management training on value-based decisions

• Regular culture surveys

• Value-alignment scorecards

• Leadership coaching on culture building

"Your culture is your brand." - Tony Hsieh, Zappos

Here's the bottom line:

You can grow AND keep what matters.

But it doesn't happen by accident. You need systems that protect and promote your values at every level. That's how you scale without losing your soul.

Want to build a culture that lasts? Let's talk about turning your values into systems that scale.

[Core Values Discovery Workshop Link]

[Company Culture Assessment Link]

Don't miss our deep dives into:

• Creating Your Vivid Vision

• Systems That Scale

• Building Strong Teams