Align Values with Startup Culture: 3 Essential Tips

The Power of Values-Driven Leadership

The concept of “leading by example” is well-known, but have you considered the significance of “leading with values”?

Throughout my career, I’ve consistently prioritized my values as a guiding force in my actions. However, it was the experience of establishing my own company that truly revealed the crucial role of integrating these values directly into the organizational structure.

Our Core Values: The "4 I's"

Integrity, individuals, impact, and innovation represent the “4 I values” that shape both my personal choices and the daily conduct of our team.

These aren’t merely decorative statements displayed in our headquarters or provided as company merchandise. They are principles actively embraced and embodied by every member of the organization.

Over the past two years, these four values have proven increasingly vital, continuing to provide direction for myself, my family, and the leadership team.

Redesigning for Success

As businesses formulate their strategies for returning to the workplace – a “return to the workplace” rather than a “return to work,” as productivity continued throughout – this is an opportune moment to avoid reverting to pre-pandemic norms.

Instead, let’s collectively focus on redesigning systems that foster success for all, utilizing values as the primary guiding principle.

This approach, I believe, will empower individuals to not only navigate the workplace but to genuinely flourish within it.

Three Ways to Lead with Values

In my experience, adopting a values-driven leadership style is the most effective approach. Here are three key strategies to achieve this:

• Define Your Core Values: Clearly articulate the principles that are most important to you and your organization.
• Embed Values into Daily Operations: Integrate these values into decision-making processes, performance evaluations, and everyday interactions.
• Model Values Consistently: Demonstrate your commitment to these values through your own actions and behaviors.

Leading with values isn’t simply a beneficial practice; it’s a fundamental shift in how we approach leadership and organizational culture.

Shifting Away from Traditional Workplace Hierarchies

Many professionals encounter, at some stage in their careers – often early on, or after several years of experience – organizations where a lack of respect for those in entry-level roles is considered commonplace.

These companies, operating under a “paying your dues” philosophy, frequently overwork junior staff to the point of exhaustion and eventual departure.

Alternatively, these individuals may ascend to managerial positions, continuing the pattern by belittling newer employees and undermining a positive workplace atmosphere.

However, this approach is fundamentally flawed.

Effective leadership necessitates establishing a culture of inclusivity, support, and collaboration from the outset.

This involves dismantling rigid hierarchies associated with job titles and emphasizing that contributions are valued based on their quality, irrespective of an employee’s position.

A unified team, driven by a shared purpose and guided by core values, is the goal.

Such a foundation ensures accountability and discourages disrespectful behavior towards colleagues.

Building a Collaborative Environment

To foster a truly collaborative environment, consider these strategies:

• Actively solicit input from all team members, regardless of their seniority.
• Promote open communication channels where concerns can be voiced without fear of retribution.
• Recognize and reward contributions from all levels of the organization.
• Lead by example, demonstrating respect and empathy in all interactions.

By prioritizing these principles, leaders can cultivate a workplace where every individual feels valued and empowered to contribute their best work.

Ultimately, a flat organizational structure, focused on merit and mutual respect, is more likely to drive innovation, engagement, and long-term success.

Avoiding Disconnection: The Perils of an Ivory Tower Mentality

During the initial stages of my professional journey, I actively sought shared office environments whenever feasible. These workspaces were intentionally unassuming – lacking in aesthetic appeal and offering no exceptional views. Even currently, as CEO, a team member has characterized my office as quite small.

However, it serves its purpose effectively. These seemingly small choices communicate a significant message, and consistency in this messaging is crucial. Opt for a modest rental car instead of a limousine. Choose coach class for air travel rather than first class.

While these details may appear insignificant, a substantial challenge for any CEO is succumbing to an ivory tower mindset – a state of detachment from those they lead, which employees readily perceive.

A deliberate effort to understand your team is essential. Employ a “management by walking around” approach. Avoid remaining secluded in your office; instead, interact with employees in their work areas.

Regularly visit their desks to inquire about their progress and well-being. Share meals with them in the break room. Actively participate in new employee onboarding sessions.

If a physical office presence isn't possible, engage within digital platforms. I once unexpectedly joined a Zoom baby shower for a team member simply to share in the celebratory atmosphere, which proved rewarding for both of us.

Ultimately, prioritize being present and fostering a human connection within the workplace. The benefits of this approach are substantial and far-reaching.

Cultivating Conscious Workplace Habits

A company’s prevailing culture originates with its leadership. The desired culture for an organization will only materialize if employees genuinely embrace the practices being advocated. Crucially, a robust culture cannot flourish without the complete dedication of leadership to these initiatives and practices.

Consider, for instance, a recent program we introduced termed “Free2Focus.” SailPoint personnel are requested to refrain from scheduling meetings for a designated period of a couple of hours, twice weekly, during Free2Focus time. This initiative not only mitigates the effects of excessive video conferencing, but also provides team members with the opportunity to recharge in a manner that best suits their individual needs.

To effectively encourage my team to prioritize self-care throughout the week, I must personally adhere to the same principles. This involves avoiding scheduling meetings during Free2Focus, refraining from sending emails at all hours, and respecting colleagues’ need for breaks. I operate under the assumption that my team will successfully complete their tasks with autonomy and on their own schedules.

The role of a CEO extends beyond simply developing a vision, a product, or an innovative concept. It fundamentally involves guiding employees with core values to achieve shared objectives without compromising their well-being or self-respect. It’s easy to become overwhelmed by job demands, but neglecting to integrate your values throughout the organization can lead to unsustainable growth.

While progress may be gradual, remember that seemingly minor actions often yield the most significant results. If you are in a leadership position, demonstrate the behaviors you wish to see in others. This is the most effective method for constructing resilient and enduring teams.

Prioritizing Employee Well-being Through Leadership

The overall atmosphere within a company is largely shaped by the actions of those in charge. A company culture aligned with your vision will only take root if your team members truly believe in the practices you ask them to follow. Furthermore, a strong, positive culture won’t develop without your full commitment to these initiatives.

As an example, we launched a program last year called “Free2Focus.” During this time, occurring twice each week, SailPoint employees are encouraged to avoid scheduling meetings for a two-hour block. This addresses the issue of Zoom fatigue and allows individuals to recharge in a way that works best for them – perhaps by taking a walk, assisting with children’s education, or simply disconnecting for a while.

If I expect my team to prioritize their well-being, I must model that behavior myself. This means respecting Free2Focus time by not scheduling meetings then, avoiding late-night emails, and refraining from judging those who take necessary breaks. I have confidence in my team’s ability to manage their time and deliver results.

Being a CEO involves more than just crafting a vision, a product, or an idea. It’s about guiding your team with strong values to achieve common goals while preserving their morale and dignity. It’s easy to get lost in the demands of the job, but failing to embed your values throughout the company can lead to unsustainable expansion.

Remember that even small changes can have a large impact, and building a lasting culture takes time. If you are a leader, lead by example – it’s the only way to build teams that will thrive in the long run.

The Importance of Leading by Example in the Workplace

The character of a company’s culture is fundamentally determined by the conduct of its leaders. The culture you aspire to create within your organization will only become a reality if your employees genuinely embrace the practices you ask them to adopt. Importantly, a lasting and positive culture cannot be cultivated without your unwavering dedication to these initiatives.

To illustrate, we recently implemented a program called “Free2Focus.” Twice a week, members of the SailPoint team are asked to avoid scheduling meetings for a period of a couple of hours. This not only combats the effects of frequent video calls, but also provides employees with the opportunity to rejuvenate themselves in a way that best suits their individual preferences.

To effectively encourage my team to prioritize self-care, I must personally embody the same principles. This entails refraining from scheduling meetings during Free2Focus, avoiding the practice of sending emails at all hours, and respecting the need for colleagues to take breaks when required. I trust my team to manage their time effectively and deliver results independently.

The responsibilities of a CEO extend beyond the development of a vision, a product, or a novel concept. It centers on guiding your people with a strong set of core values to achieve shared objectives in a manner that upholds their morale and dignity. It’s easy to become consumed by the demands of the role, but neglecting to integrate your values into every aspect of the company can lead to unsustainable growth.

While the process may be gradual, it’s important to remember that the most impactful changes often begin with small actions. If you are in a leadership position, demonstrate the behaviors you wish to see in your team. This is the only reliable path to building teams that will endure.