In business and in life, things change and breakups happen, so there may be a few instances where it makes sense to update core values. Core values should be revisited often when you discuss strategy, and companies should continue to think of new ways to incorporate them into their culture.

Values should be complementary, addressing different aspects of what’s crucial to your business. The values which we are recommended should be simple and easy to understand. For example, current values are remember the human, evolve and act like an owner.

Examples of company values:


Focus on impact

Move fast

Be bold

Be open

Build social value


Focus on the user and all else will follow.
It’s best to do one thing really, really well.
Fast is better than slow.
Democracy on the web works.
You don’t need to be at your desk to need an answer.
You can make money without doing evil.
There’s always more information out there.
The need for information crosses all borders.
You can be serious without a suit.
Great just isn’t good enough.


We believe in people
We are one team
Straightforward and open-minded
Keep it simple
Entrepreneurial spirit
Constant improvement

Virgin Airlines

We think customer
We lead the way
We do the right thing
We are determined to deliver
Together we make the difference


Customer Fixation

To live your core values means to behave in a way that is consistent with those values, both as an individual and as a company. Communication, employee involvement, and a willingness to learn and adapt are keys to keeping organizational change on track.

Ask employee focus groups to put the company’s mission, vision, and values into words that state the impact on each employee’s job. For one job, the employee stated, “I live the value of quality patient care by listening attentively whenever a patient speaks.” This exercise gives all employees a common understanding of the desired culture that actually reflects the actions they must commit to on their jobs.

Keeping all employees informed about the organizational culture change process ensures commitment and success. Telling employees what is expected of them is critical for effective organizational culture change.

You may need to change the physical structure of the company to align with the desired organizational culture. For example, a small company with four distinct business units competing for a product, customers, and internal support resources may not support an effective organizational culture and the overall success of the business.

You want to create the sense of cohesion and camaraderie among groups that must work together to serve customers. So, to accomplish this closeness, you will want to move people who must work closely together into the same space.