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In our Biz Growth Academy and Biz Growth Gym programmes one of the early stages of work that we take our clients through is defining their values.

Many organisations will define their values as a key element of their strategy and a point of differentiation when defining their corporate brand.

The objective is then defining and translating those values into action. In other words, what will your people, your clients, your business partners experience as those values are expressed?

However we do not often spend time defining our own personal values.

What I have noticed is that when we find ourselves challenged with decisions made by our employer, often we find ourselves stressed and out of kilter with the organisations needs and wants. This happens when our personal values are out of alignment with the corporate values.

Management Issues recently reported that research from a Minnesota leadership development firm, CO2 Partners, who identified that one in three workers reported that their employer’s core values were not always consistent with their own personal values.

This in turn will lead to a less engaged community and impact the performance of the business.

Of the 615 workers polled, 44 percent felt their core values were consistent with those of their employer.

More than 10 percent of the employees surveyed were unsure what the employers core values were but did not feel uncomfortable working for their employer.

When our personal values are not in alighment with the corporate values this can lead to silent sabotage or passive unproductive behaviours. and we certainly will not feel engaged, energised or prepared to go the extra mile.

As a business leader  and owner of your professional services practice, the key is not to consider the defining of your corporate values at a superficial level.

As you define your corporate values, consider not only how these will be expressed in good times but also what the impact will be when the organisation is under stress to perform.

Then clearly communicate and allow your people to engage in what the corporate values mean for them in their own roles.

And as you make key decisions, communicate and share how the decision supports your corporate values.

Yes you may find there are some team members who find that their personal values are not in alignment with your corporate values. But isn’t it better that this is fully understood and you can then help that team member find a role in an organisation that is in alignment with their personal values.

Getting clear about your corporate values, expressing your corporate values in your employee communications materials and in your leadership actions, will create a point of differentiation and supports you building a distinctive employer brand. That in turn will mean that you attract talent who are more likely to aling with your corporate values.