How to Build Organizational Values and Culture: A Mediator’s Guide for Leadership Teams
As a workplace mediator, I’m often brought in once the damage is done—when teams have lost trust, departments are siloed, and values feel like vague words on a wall rather than guiding principles. One of the most common root causes I uncover? The absence of authentic, lived organizational values and a cohesive corporate culture.
The good news is that conflict often reveals what matters most to people—and that insight can become the foundation for something better. So, if you’re a leadership team wondering where to begin in developing your organization’s core values and culture, here’s the advice I give from the mediator’s chair: start with intention, and start together.
1. Recognize That Culture Exists—Whether You Designed It or Not
Every organization already has a culture. It’s shaped by behaviors, communication norms, power dynamics, and unspoken rules. If you haven’t actively shaped it, your culture may be defined by legacy habits, misalignment, or competing values among leadership.
The first step is to acknowledge this reality. Culture isn’t aspirational; it’s what people experience every day. If your core values aren’t reflected in how people are treated, recognized, or held accountable, they won’t guide behavior—they’ll breed cynicism.
2. Engage Voices from Across the Organization
One of the biggest mistakes leadership makes is defining culture in a boardroom, then expecting employees to adopt it. Culture-building must be inclusive, and the development of core values should reflect the real needs, frustrations, and aspirations of the people who live the culture daily.
As a mediator, I often facilitate listening sessions or culture audits to gather insight from staff. You can ask:
- What do we stand for here—when we’re at our best?
- What behaviors make you proud to work here?
- What attitudes or actions harm our collaboration?
- How do we want to treat each other—even when it’s hard?
This process not only yields meaningful input, but also builds buy-in. People are more likely to believe in values they helped shape.
3. Define Values as Behaviors, Not Just Words
Here’s a common scenario I see: A company chooses “Integrity, Innovation, Respect” as their values, prints posters, and moves on. But without translating these into observable behaviors, they’re open to interpretation—or worse, hypocrisy.
Instead, define values with clear descriptions and examples. For instance:
- Integrity → We follow through on what we say, even when it’s inconvenient. We own mistakes and speak up when something isn’t right.
- Respect → We actively listen. We give feedback constructively. We assume good intent.
This shift from abstract ideals to actionable behaviors makes values measurable—and enforceable.
4. Align Leadership First
Before rolling values out organization-wide, make sure leadership lives them first. Employees watch closely to see whether the leadership team walks the talk. Nothing undermines a culture initiative faster than leaders who behave inconsistently with the values they promote.
I recommend a leadership alignment session where executives ask:
- Are we holding each other accountable to these values?
- Where are we modeling them well—and where are we falling short?
- What changes do we need to make to lead more consistently with our values?
Your culture will be defined more by what leaders tolerate than by what they say.
If your organization is ready to define meaningful core values, realign your culture, or prevent conflict before it starts, Global Mindful Solutions is here to help. Our experienced team offers neutral facilitation, leadership coaching, and workplace mediation designed to foster trust, clarity, and cohesion at every level of your organization.
Explore Workplace Mediation Services
5. Embed Values Into Every People Process
If your values only show up on your website, they won’t shape your culture. For values to stick, they must be embedded into:
- Hiring and onboarding: Use behavioral interview questions that reflect your values. Include values in onboarding goals.
- Performance reviews: Evaluate not just what employees achieve, but how they achieve it.
- Recognition programs: Celebrate team members who live out values in meaningful ways.
- Conflict resolution and accountability: Refer to your values when resolving workplace issues to anchor the conversation in shared expectations.
This consistency helps reinforce that values aren’t a campaign—they’re the way you work.
6. Make Space for Ongoing Reflection
Values and culture aren’t static. As your organization grows or shifts, revisit your values to ensure they still reflect your purpose, your people, and your future. I often advise teams to include short, structured “culture check-ins” quarterly or biannually. Ask:
- What values did we live out this quarter?
- Where did we drift?
- What do we need to realign?
This feedback loop allows your culture to stay intentional and responsive—rather than reactive.
7. Don’t Wait for Conflict to Reflect on Culture
Finally, don’t wait until morale dips or conflict explodes to examine your values and culture. The healthiest organizations view culture-building not as a response to dysfunction, but as a proactive strategy for growth.
A strong culture doesn’t eliminate conflict—it gives people a shared language and expectations for resolving it respectfully. When your values are clear and mutual trust exists, difficult conversations become less personal and more productive.
Final Thoughts: Culture Is a Conversation, Not a Statement
Developing your organization’s core values and culture is not a one-time initiative—it’s an ongoing, collective conversation. From my perspective as a mediator, the most successful cultures are those where people feel heard, respected, and accountable—not just for outcomes, but for how they show up at work.
If you’re unsure where to start or how to facilitate honest conversations around values, engaging a neutral third party can help. At Global Mindful Solutions, we support organizations through values-alignment facilitation, leadership coaching, and restorative workplace strategies that ensure culture is not just aspirational—but operational.
Start small, listen deeply, and build together.
613-869-9130 | info@globalmindfulsolutions.com
343 Preston Street, Suite 1100, Ottawa, ON, K1S 1N4
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