The Biz Growth Blog

3 Steps to Creating Your Business Values

May 9, 2024 | Uncategorized


Businesses must have values that speak to their team, customers, and their stakeholders. Your company’s business values are the DNA that guides how you make decisions and interact with everyone.

Your values also act as your company’s compass that helps guide your growth strategies, makes your employees feel connected, and lets stakeholders and customers know what you’re all about.  As seasoned business development professionals, we know how important business values are in bringing teams together, attracting the right partners, and creating a purpose that goes beyond just making a profit.

It’s a big deal to define your core values, especially if your business is about to take off. It sets the stage for sustainable growth and success. Whether you’re fine-tuning your sales strategies, diving into digital marketing, or making your brand message hit its mark, we’re here for you.

3 Steps to Creating Your Business Values - The Growth Manager1. Reflect on Your Mission and Vision.

A mission statement is the bedrock of any organisation. By defining the purpose of what it is you do, you can better relay the goals your company is committed to accomplishing.

On the other hand, your vision is a view of the bigger picture you have for your business and the direction where you’d want your business to be in the future.

Both these statements are the heart and soul of your business, encapsulating your purpose, direction, and underlying principles serving as your organisation’s guiding light, illuminating the path towards your business goals.

By revisiting your mission and vision statements, you can gain clarity on the overarching purpose driving your endeavours. It’s about uncovering the ‘why’ behind your existence and aligning every facet of your operations with these guiding principles. This introspective process fosters authenticity and cultivates a sense of direction and cohesion within your organisation.

Start by asking yourself these two questions: What was the driving force behind your decision to start the business? What fundamental beliefs and principles propel your business forward? Reflecting on these questions will help you identify the core values that are intrinsically linked to your business purpose.

As you go deeper into your introspection, we urge you to ask yourself probing questions about your fundamental beliefs and principles such as: What drives you beyond mere profit? What legacy do you aspire to leave in your industry or community?

Honing in on these core values, you can unlock a powerful source of motivation and inspiration that will fuel your every action. Doing so will not only establish a strong foundation for your organisational culture but also position your business as a purpose-driven entity poised for sustainable growth and create a lasting impact.

Remember that your mission and vision are not static; they evolve as your business grows. So take the opportunity to revisit and reassess them in light of the current business landscape and climate. This will help you stay true to your purpose and ensure your values remain relevant and impactful.

Our role in this endeavour is to impart our expertise in assisting you by acting as your support system through structured programs and providing strategic guidance. We will help keep you focused on what truly matters while we assist in helping you build your dream business and manage your growth effectively.

2. Engage Stakeholders in Dialogue.

Ponder on these questions: Why do customers purchase your products or engage your services? Why do investors invest in your company? Why do employees choose to work with your company over another? The answer to these questions centres on an essential business objective: Your value creation.

Involving key stakeholders in value discussions is crucial for your business’s success. A business can have both internal and external stakeholders.

Internal stakeholders include:

  • Employees: Employed by the company to perform specific tasks in exchange for compensation.
  • Business owners: They are individuals responsible for the company’s financial and operational components.
  • Investors: These individuals or groups invest capital into the company in exchange for long-term financial gain.

External stakeholders include:

  • Customers: They are the consumers of your goods or services.
  • Suppliers: They sell raw materials to your business that are needed to produce your goods or provide services.

Both internal and external stakeholders are important for success, so companies need to focus discussions jointly rather than neglecting one over the other. Having these discussions with key stakeholders will not only gain a diverse range of perspectives but also foster a sense of inclusivity and ownership in the value-setting process.

Each stakeholder can bring unique insights that enrich the conversation and contribute to a more holistic understanding of your organisation’s identity. To conduct meaningful discussions with your stakeholders, you can employ various strategies to extract diverse perspectives effectively.

  1. Create an Open and Inclusive Environment: An environment where all voices are heard and valued. This may involve hosting workshops, creating focus groups, or conducting one-on-one interviews to encourage candid dialogue and active participation.
  2. Provide Context Around the Value-Setting Process: Outline the significance of defining core values and how they align with the organisation’s mission and vision. This clarity is advantageous for stakeholders to fully grasp the purpose behind the exercise and fosters buy-in from all parties involved.
  3. Leverage Technology and Digital Platforms: Facilitate broader engagement and gain feedback from a wider audience through technology and digital platforms. You can reach stakeholders across geographic locations and diverse demographics by conducting online surveys, social media polls, or virtual town hall meetings. Leveraging the power of technology democratises the value-setting process, ensuring everyone has a voice in shaping your organisation’s identity.

Here are more tips on conducting meaningful conversations with your stakeholders:

  • Open Communication: Encourage an open and honest dialogue by creating a safe space where everyone involved feels comfortable sharing their thoughts and ideas.
  • Listen Actively: Show genuine interest in what they have to say. Actively listen and acknowledge their opinions and input.
  • Ask Open-Ended Questions: This not only encourages deeper thinking but can also elicit more detailed responses. For example, ‘What values do you think are vital for our business and why?’
  • Encourage Diverse Perspectives: Diversity fosters innovation. Encourage stakeholders from different backgrounds and roles within your organisation to participate in the discussion.
  • Feedback and Follow-Up: Provide feedback and follow up on the points they raised during the discussion. This shows you appreciate and value their input and are committed to incorporating their ideas into your business values.

Do note that these conversations are not a one-time event. But it should be an ongoing process. Regular conversations with your stakeholders ensure that your business values remain relevant and continue to guide your business towards its mission and vision.

3. Condense and Communicate.

The next crucial step after engaging stakeholders in meaningful dialogue and extracting diverse perspectives is to condense and communicate the insights you gained into a concise set of core values. The process involves distilling the essence of the discussion into a few fundamental beliefs and principles encapsulating your business’s identity and purpose.

You can achieve this by following a structured approach:

  1. Synthesise Insights: Review the insights and feedback you gathered intently and identify recurring themes and common values that resonate across diverse perspectives. Be on the lookout for overarching principles that align with your organisation’s mission and vision.
  2. Prioritise Values: Once you have identified key values, prioritise them based on their relevance and significance to your business’s goals and culture. Make due consideration which values are non-negotiable and foundational to your organisation’s identity.
  3. Craft Concise Statements: Develop statements or phrases that express each ore value clearly and succinctly. Avoid using ambiguous language or jargon and opt for straightforward expressions that resonate with both internal and external stakeholders.
  4. Ensure Alignment: Ensure that the core values you craft are aligned with your company’s mission, vision, and objectives, and can serve as guiding principles that inform decision-making and behaviour at all levels of your organisation.
  5. Communicate Effectively: Once you have defined all your core values, it’s vital to communicate them effectively to your internal and external stakeholders. It may involve creating visual representations, such as posters or infographics, that highlight these values and their significance. Additionally, integrate these values into company communications, training programs, and performance evaluations to reinforce their significance in day-to-day operations.
  6. Lead by Example: Leadership is critical in establishing basic principles in organisational culture. Leaders should demonstrate their values via their actions and choices, serving as role models for workers and displaying a commitment to upholding the organisation’s principles.

Businesses may establish a strong sense of identity, purpose, and alignment throughout their organisation by successfully distilling and conveying their fundamental principles. These values serve as guiding principles for shaping organisational culture, driving decision-making, and distinguishing the organisation in the market.

The Power of Well-Defined Values.

In today’s modern business, the significance of well-defined core values cannot be overstated. Serving as the cornerstone of a business’s identity, values are the bedrock on which organisational culture is built and decisions are made.

By distilling the diverse perspectives gathered from your stakeholders into a concise set of values, you create a unifying force that fosters cohesion, inspires action, and drives success. It creates a unified organisational culture where employees are aligned with the company’s mission and vision and provides a framework for behaviour for individuals at all levels of the organisation in their actions and interactions.

Ultimately, businesses with clear and authentic values reap the rewards of a strong and resilient brand identity. Not only will values resonate with your stakeholders and help build trust and loyalty, but they can also differentiate your business in the marketplace, paving the way for sustained growth and impact.

Take the First Step Towards Defining Your Business Values Today.

The journey of defining your business values may seem daunting, but remember, you’re not alone. We invite you to leverage our resources and templates designed to facilitate processes, providing you with the structure and guidance you need.

So take the first step today. Start the conversation, engage your stakeholders, and begin shaping your business identity through well-defined values. The Growth Manager is committed to supporting you on this journey, helping you build the business of your dreams.

Ready to get started? Visit our website for more information and free growth hacks. Together, let’s make your business growth goals a reality.

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