Name the specific culture and values you are deliberately building, so there is a defined target to align to.
Define a small set of real values, the ones you would hire, promote, and fire for. Three to five is plenty. Tie each to the business's purpose so the culture serves the direction rather than floating free.
| Value | What it means here | Why it matters to our purpose |
|---|---|---|
Test each value: would you actually hire for it, promote on it, and let someone go over it? If not, it is decoration, cut it. "We value excellence" fails the test unless you would really act on it.
Reading the result: three to five real values are plenty. If a value would not survive the hire-promote-fire bar, it is a poster, not a value. If there is no purpose for the values to serve, that direction may need creating first.
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