Every purpose-driven company knows that its ‘Why’ is important, but too many startups and small businesses miss the opportunity to accelerate their own growth by articulating not only the ‘Why,’ but the ‘How.’
For a young, or rapidly growing company, the need to articulate their Mission, Vision and Values is even more urgent. Taking a beat to think about your culture and values may seem like a luxury, but the most successful companies know that there are some very real reasons why this matters to their business.
In fact, those reasons are pretty compelling – like, for example, making more money, hiring (and keeping!) the best talent, etc.
But beneath that, there are actually two ‘best-kept-secret’ reasons why a CEO/Founder/Business Leader will want to get on this pronto.
1) Your life will be so much easier Your job as a leader becomes is simplified once you know, and can clearly explain to your growing team:
This, in essence, is what your Mission, Vision and Values are all about.
Once this is defined, it’s much easier to hire the right people, and let the wrong ones go. It’s also easier to manage your team because they understand the ‘big picture’ and your values serve as a sort of ‘social contract.’
With clear Mission, Vision and Values statements, everyone (including you!) has a built in decision-making framework. “Should I do it this task way, or that way? Hmmmm...we’ve got a value called ‘Customer First,’ so I think I’ll prioritize that piece of client work...” (See? Easier to manage!)
You will also make better decisions when it comes to designing and delivering your products and services. You, and everyone who works for you, will have a much clearer, more intuitive understanding of every aspect of your brand.
2) Articulating your Mission, Vision & Values is easier than you think
The truth is, almost every leader I’ve ever met actually already knows what their company is about, they know why they want people to come work every day, and they know what they want it to be like to work together.
It’s why they built the company in the first place, or why they felt compelled to take the helm. Leaders just don’t always have the language or bandwidth to be able to articulate them.
The good news, I’ve found, is that it doesn’t actually take much prompting to get a leadership team talking excitedly about why they’re passionate about their work, and how they envision the future of their company. It’s actually why they’re called, well, leaders.
Voila! Before and After
The difference between a company that has thought through, and articulated their Mission, Vision and Values, is a night and day from one that hasn’t.
Companies without this essential building block of culture suffer from an unmistakable sense of chaos, overwhelm and panic that inevitably seeps into their customer experience, hiring, work quality, and leadership. It’s a little like spinach in your teeth at a cocktail party; everyone can see it but you...
On the other hand, there is a sense of lightness, focus, confidence, and above all, clarity that shines through in leaders – and employees – who understand their ‘Why’ and their ‘How.’ It’s infectious, and helps a company attract and retain the best talent, innovate ahead of the competition, and build a business that’s truly set up for long-term success.
Where would you rather work?
Still feeling overwhelmed? Get in touch with us. Honestly, we help companies like yours with this all the time. Raring to go on your own? We love that about you! Grab our free Kick Start Guide to Creating your Mission, Vision & Values.
It’s easy to understand why business leaders get excited about creating a great culture – the benefits are huge!
Strong culture leads to great employee engagement. It's well documented that companies with better employee engagement enjoy oh-so-many dividends, including better productivity, innovation, customer experience, employee retention, profitability, safety and work quality.
Not to mention that it’s a lot easier to recruit top talent in a tight labor market when your team is shouting from the rooftops about how amazing it is to work for you.
However, culture isn’t a ‘once in a while’ thing, and it’s not like an adorable puppy you get for Christmas. Culture isn’t ‘cute when it’s new,’ and then just kind of a pain in the neck the rest of the year.
Why not? Ummmm, please see above list of upsides – those are 365-days-a-year kinds of benefits! And, like that cute puppy, if your feed and water it properly, your culture will grow big and strong over time. Give it some love, and your culture will become your very best friend as a leader.
Fortunately, there are lots of not-so-hard ways to nurture your culture. An easy place to start is with your Mission, Vision and Values statements – they’re kind of like your road map.
Tell the truth: Do your Mission, Vision and Values statements live in a drawer somewhere, and yet your wonder why they’re not ‘working?’ It’s ok. These things happen. It’s easy to get back on track.
Here are three top, easy and painless tips for using your Mission, Vision and Values to help you build and maintain an amazing culture.
Spoiler alert! None of them include ping pong tables and beer:
Over time, your people will understand that ‘this is the way we do things around here,’ which is a strong starting point for building the culture you want – and need – to grow.
There’s another big plus to consistently communicating your values; it actually makes your job as a leader easier. Just like the decision-making criteria described for employees, the same is true for you.
Just like your puppy doesn’t turn into a giant dog overnight, your values-driven culture also takes time to mature. The good news is, just like those daily trips to the dog park, the journey can be a whole lot of fun.
Interested in diving deeper into your company's Mission, Vision and Values with someone who knows the ropes? Drop us a line! Want to get started right away? Click here to receive a free Kick Start Guide to creating your own Mission, Vision and Values statements!
Victoria Dew is the Founder and CEO of Dewpoint Communications.