The Importance of Values Leadership

Business success is highly dependent upon the development of strong relationships with clients, employees, and business partners. It also depends on a strong reputation that is based on a set of core values that drive much deeper than dollars and cents. Core values such as these are rooted in a common good and greater purpose than self. They are reflected in the day-to-day behaviors of every leader and every team member. Adherence to a set of shared values and beliefs is critical for attracting customers and talent to any business.

Values and beliefs are the foundation of reputation development. Business leaders must uphold them at all costs and never accept deviation from the fundamental set of values that guide the organization. A leader’s failure to uphold the values of the organization can jeopardize the health of the business and ultimately ruin relationships. Such a failure can cost the organization dearly through lost clients and professional relationships, as well as current and future talent.

While I believe that every leader desires to uphold the values and beliefs of the organization, I also believe that many struggle when it comes to living them day in and day out. This can be observed through the customer service experience, employee attitudes, and the level of detail that is attended to at the smallest level. Little things like a clean restroom or a warm smile and simple “Thank you for your business” at checkout say a lot about the organization and its leadership.

We all know it's much easier to talk the talk than it is to walk the talk. While most of the values struggles business leaders face are minor behavioral issues, what they must be aware of is that it is those minor behavioral challenges that can have a negative cumulative effect on the culture of the organization. What is allowed one day can eventually become a behavior that occurs every day. Before you know it, that one-off behavior becomes the norm.

The Value of Values

Values are those things we stand for and believe in always. They guide us as we make tough decisions. They keep us grounded when times are good, and they keep us operating as upstanding and ethical professionals and organizations when times are not so great.

They are also what we use to guide our team as they represent the organization. They serve as an expectation for how they behave as they interact with customers and one another. They help build trusting relationships and develop our integrity. It is highly likely that it is the shared set of values and beliefs that brought clients and employees to the organization in the first place. It is also highly likely that it is those same core values reflected within the leadership that retain people and customers.

Obvious Violating Behaviors

We all know that people and organizations who blatantly operate in an unethical and illegal manner are not going to last long. Again, every leader and organization must walk the talk. A business cannot say they are a green company while they dump toxic waste in our rivers and streams. A business cannot manipulate the numbers and expect to withstand the test of time. Behaviors such as these will not be tolerated by anyone with a good conscience and will certainly lead to an eventual demise.

Unchecked (and sometimes cruel) Value Violating Behavior

Gossip - I know, you're probably thinking this is child's play. Adults are just as bad as children, if not worse, when it comes to this behavior. Remember, in many cases gossiping children eventually grow up to be gossiping adults. Gossip can destroy morale and chip away at the foundation of an organization’s culture. Gossip picks away at the integrity of the person being gossiped about and destroys the view others have of that individual.

Rarely does the gossip represent the truth and hardly ever is it constructive or positive. Gossip is self-serving and designed to pull one down to bring another up. Gossip creates an environment of distrust and restricts the development of a safe environment that is necessary for creativity, innovation, and open communication. Every leader must take the stance that if it can't or won't be said to the face of the individual in a constructive and developmental manner, then it shouldn't be said at all.

Lying - When people lie, they hurt the person they lie to. People who lie are covering themselves at the expense of another. People who lie are essentially communicating to the one they are lying to that they believe that they can't handle the truth or that they are not worthy of the truth. Liars are essentially taking the stance that whatever is best for you (the truth) is secondary to what is best for me.

Liars are selfish and weak people who, when you boil it down, are truly out for their own good. For example, when a lie is told to avoid hurting someone's feelings the liar is really lying to protect themselves. Maybe it's because they can't handle conflict. Maybe it's because they are insecure with how to communicate such difficult information. Maybe they don't want to deal with the potential fallout or they do not want to work through the reaction from the one they are offering the information.

No matter how you cut it, that scenario is all about the liar. Lies are usually found out. When found out they rarely have a positive impact on relationships and almost always result in distrust. Where does this happen frequently? In the performance review. Candid conversations are rare in that situation but needed most.

Bullying - Bullying is a word that, like many others, is overused and many times misunderstood. Bullying is the use of superior strength or influence to intimidate (someone), typically to force him or her to do what one wants. This behavior is present at every level of the organizational hierarchy. Bullying can also be used to control. Belittling or disparaging comments from leaders and colleagues serve no purpose other than to chip away at the confidence and security of the receiving party.

The fair and proper treatment of employees, colleagues, and clients by everyone associated with the organization must be a top priority. When people are pressured to do something that violates their values and beliefs a regret is created. The imposition of a values violating belief on another will result in resentment and low morale.

Intimidating and forceful behavior creates a workplace that, like the other cruel behaviors, restricts the development of a safe environment. People should not be made to fear crossing paths with someone because of how they will be treated. Denigrating comments, public and private, destroy creativity, innovation, and open communication.

Narcissism - Narcissists regularly display arrogant, vain, and snobbish behaviors or attitudes. Narcissistic behavior is typically represented by displays of elitist, disrespectful, and condescending attitudes. People possessing these personality traits tend to have a grandiose sense of self-importance (i.e., exaggerates accomplishments, skills, and abilities, and have expectations for recognition that goes beyond their achievements). Narcissists tend to be preoccupied with ideals of success, power, and brilliance. They believe that they are unique and are only understood by the elite. Narcissists require excessive admiration and have a high sense of entitlement.

Narcissists have no issue with taking advantage of others to achieve their own goals. They lack empathy and are often jealous and envious of others, while also believing that others are envious of them. Left to their own devices, narcissists will destroy organizational climate and ultimately its culture. Narcissistic behaviors and attitudes, especially in key leadership positions, will cause talent to leave an organization and result in a loss of clients. Narcissistic behavior is not always in your face. It can be covert and only seen through passive aggressive behaviors.

A Leader’s Responsibility

As leaders, we owe it to those we lead to hold everyone accountable for adherence to the values of the organization. If we allow violating behaviors, even if we believe they are minor and of little consequence, to go unchecked we are ultimately no better than those who are making the violation. As such, we are equally responsible for the outcome. Left unchecked these behaviors will come back to haunt us and ultimately lead to the development of an organization that is far removed from the ideals of the founding members.

Randy Stepp is a Principal with Renaissance Leadership Group. RLG is a full-service business development company whose purpose is to help business owners realize their dreams of independence and freedom.

Visit Renaissance Leadership Group at www.renaissanceleadershipgroup.com to learn more about business development.