"Core Values is not something you do to your people. It is something you do for your people, and yourself."
Protecting your company’s core values starts with your interview process.
(Note: Please come to grips with the fact that there is no way to "test" someone for core values alignment. They can only test themselves. Anyone can fake it for the length of your interview process.)
Attract or Repel: The secret is to lay your values out so clearly during your interview process that your candidate is either fully attracted or repelled by your values and can make a commitment to live by them before their first second on your team.
You’re talking to Johnny, the new recruit:
"Johnny, I want to share our company's core values with you because I’m making a promise to you right now. I promise to do everything in my power to ensure that you are surrounded with others who share and live our core values.
You will find that not only am I relentless about core values alignment, but your teammates will be too. We just can’t afford to waste our finite days on this earth with people who might be skilled and talented - but are toxic. I will not allow this and this organization does not tolerate it.
So, I want you to listen carefully and really give yourself a gut check. If you fit, it’s nirvana. If you don't, then you will be cut from the tribe and you’re out. Fair Enough?"
The only way you will have a healthy organizational culture is if your people can answer yes to Question #1 in The Patient Organization: Do I belong?
One way to make this a lot more probable? Lay your core values out right off the bat, make sure your speech passes the attract or repel test, and then ask “fair enough?” in the beginning.
