Both values and behaviours form part of your culture, so in theory you could use both to shape your culture the way you want it. However, at Walking the Talk, our preference goes to behaviours. Let me explain why.
Behaviours are observable. This means that you can give someone feedback on their behaviour because you have something tangible to work on, and through feedback you can help them change the way they do things to align it more with the culture needed for the business. Behaviours also allow to create clarity for employees and this clarity allows them to know what to do. Working with behaviours avoids ambiguity; with behaviours you can easily set standards. They make culture do-able.
Of course, if you already have existing or target values, you should not forget them. Values describe culture at the deepest level along with feelings and beliefs. However, they are not as clear as behaviours, and most of the time, you will need to clarify the behaviours you want them to drive. So, we’re back to behaviours.
For further insights view our selection of case studies, ebooks, reports and white papers or contact us to learn how we can transform your culture.
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