Bridging the gap between core values & daily operations requires a structured approach: 1. Assessment: Identify specific areas of conflicts. Gather input to understand the root causes. 2. Communication: Foster open dialogue to emphasise the importance of core values. 3. Training: Impart training & welcome discussions on core values & illustrates their relevance to daily operations. 4. Accountability: Establish metrics to measure adherence to core values. Hold teams accountable & recognize those who exemplify values. 5. Feedback Loop: Regularly revisit the gaps & effectiveness of actions take to ensure ongoing alignment. This can create a more cohesive environment where core values are reflected in routine operations.

I like to use the "I-B-I" model (Intent, Behavior, Impact) to create a bridge. Start with your why or intent. Can we agree on why we are in business and who we wish to serve? If yes, then what are the desired "impacts?" What are the outcomes, results, etc. we need to deliver? After agreeing on these two areas, focus on the behavior. What behaviors can deliver the impact? Values are the beliefs that guide how we act and behave. Those behaviors create a culture, or the way we do things around here. Fostering a two-way, open dialogue with team members, you often discover there are more productive behaviors that will deliver the same desired impact. Remember people judge us by our behavior and impact on them. Intent is blind.

Being out of alignment like this can be a huge red flag that there are likely multiple areas that need some tweaking. It can be a gift if you use the data to course correct. Start by revisiting your values and looking at where they are off as well as where they are in line with your vision and operations. Use the team's talents to re-design accordingly. This is an Awesome opportunity to reconnect with your operations, goals and teams to ensure the future IS lined up, that your offers and services match, and that the team is delivering as desired. Dig in and embrace the opportunity this represents, the time to do so can lead to greater success for all!

To bridge the gap between core values and daily operations, they need to be embedded at every touchpoint of the employee experience. This starts with the EVP, where your values should be reflected in job ads, job descriptions, and the hiring process. Make them visible in performance reviews, where success is measured not just by results but by how well individuals live the values. In rewards, recognise those who embody the values in their daily work. In team meetings and communication, make space for conversations about values, incorporating them into feedback and meeting agendas. Leaders must also model these values consistently, demonstrating them in how they lead.

It seems like reevaluating, the teams values, and the organizational values is of necessity. It would certainly be interesting to know how these two sets of values came to be different for each other in class with each other so I think it’s it’s important to seek clarity rather than stating differences and opinions