During a recent trip to the Patagonia region of Argentina, I was reflecting on the Patagonia company which has achieved financial success built on its values of sustaining the environment and treating both its employees and suppliers well. I was struck by the locals’ deep appreciation for the outdoor company which purchased vast tracts of land for permanent conservation and actively supported residents in building sustainable livelihoods from tourism.
Many of us may directly experience a conflict between our values and the work we do (for example, valuing spending more time with family but feeling pressure to spend longer hours at work) and it’s easy to believe that meeting corporate demands requires putting our own values aside. Patagonia is one example that demonstrates that it is possible to meet business objectives and be values driven. In fact, their success is the result of being values driven.
Another great example of a company whose focus on values is the cornerstone of their success is Costco. By prioritizing living wages and employee well-being, Costco maintains significantly lower turnover than its competitors. They save millions in hiring and training costs, proving that treating people well is a significant competitive advantage.
Small Actions, Big Impact
You don’t need to be the CEO of a global giant to reap the benefits of being values driven. Research shows that employees tend to leave or stay with companies based on their relationship with their immediate manager—how can you use your values as a primary tool for success?
Here are four ways to strengthen your values-driven leadership today:
- Identify Key Values-Identify the 2–3 values you want to be known for (examples could be truthfulness, collaboration, etc. This defines your “inner compass.”
- Conduct Regular Self-Audits- Review each week: Did your actions align with your key values? For example, if you value collaboration, did you actively seek input and share ownership of projects? Were there places where you worked in a “silo” or prioritized your own agenda over the team’s success? Did you reach out to teammates to offer support or gather their perspective before making decisions?
- Hire for Values- Look for candidates who also demonstrate desired core values. Values are hard to instill but technical skills are teachable. For example, if you value collaboration and teamwork, make sure assessing this is part of the hiring process.
- Connect the Dots- Look for candidates who also demonstrate desired core values. Values are hard to instill but technical skills are teachable. For example, if you value collaboration and teamwork, make sure assessing this is part of the hiring process.
A Final Thought
Being a values-driven leader doesn’t mean ignoring the bottom line. It means recognizing that being values driven is a leading indicator of long-term success. When you intentionally focus on values as a leadership practice you are building a resilient foundation that supports both purpose and prosperity.
Consider exploring the values that you want to demonstrate as a leader– working with a coach can help jump start this process.
© Peg Hunt, MS & Anne Garing, PhD