Case Study: Value-Based Team Integration
When Leaders Go First
How a Leadership Team Transformed Organisational Culture
For whom: A Leading Tech Consulting Firm
Industry: Atlassian | AWS | Digital Transformation
The Challenge: Values on Paper, Not in Practice
Post Stanford Leadership Development Program
The leadership team revamped the company values in 2024 as a part of an extensive leadership development program
The Problem
Employees weren't connecting with the new values. Demonstration was minimal across the organisation.
The Gap
Complex definitions like "Empowerment with Agility" felt vague and inaccessible to teams.
A Values Integration Journey
Step 1: Simplified Value Definitions
Removed the jargon, made values more accessible and actionable for every team member.
Step 2: Alignment with Strategic Goals
Checked whether these values actually lead in the direction that the organisation wants to go in.
Step 3: Value Adherence Assessment & Team Diagnosis
Assessed individual adherence to values
Identified team dysfunctions
Defined green-line vs red-line behaviours of values
Step 4: Personal & Team Commitments
Leaders created action plans and came up with commitment anchors
Ways of working redesigned
Leaders cascaded values through town halls and team meetings
People Mirror their Leaders
Take "Respect" for example:
Leaders said: We'll respect each other's time. They showed up to meetings on time. Every time. Teams noticed. Started doing the same.
What we learned
Values don't cascade down.
They need to be lived from the top first.
Strategic Success
Silos were broken, and problem-solving became fast and collaborative (Value: People Orientation)
Client satisfaction and delivery timelines improved (Value: Customer First)
There was better adaptation to market need (Value: Innovation)
Competitive advantage improved (Value: Innovation)
Key Takeaway
Embodiment of values does not start by creating posters or value guides.
Embodiment starts with exhibiting behaviours that align with the organisation's values. This leadership team did just that.
4 Steps. 100% leadership buy-in. Cultural impact.