Your Culture Is Defined by What You Don’t Allow
Many companies list “core values” on their websites, in annual reports, or during onboarding. Common examples include integrity, excellence, teamwork, innovation, and respect. But having words written down is not the same as having values that drive behavior.
A true set of core values acts like an internal compass. It guides hiring, decision-making, conflict resolution, and leadership accountability. When values are only decorative and not applied in daily operations, they lose meaning.
The Real Measure of Core Values
Core values aren’t meant to be marketing material. They are supposed to guide how decisions are made, how people are treated, and how the organization behaves when no one is watching.
A 2023 Gallup study found that only 23% of employees strongly agree they can apply their organization’s values in their work (Gallup, 2023). That means the majority see a disconnect between what’s written and what’s lived.
Another report revealed that nearly one-third of employees leave companies due to values misalignment (Flair HR, 2024). That’s not a branding problem; it’s a leadership problem.
What Zero Tolerance Really Means
Having zero tolerance doesn’t mean expecting perfection. It means setting clear, unwavering boundaries around behavior that undermines trust, safety, or integrity.
It’s about being crystal clear on what is never acceptable, no matter how talented or senior the individual might be.
True zero tolerance looks like this:
Clarity: Everyone knows what the organization stands for and what crosses the line.
Courage: Leaders act when values are violated, even when it’s uncomfortable.
Consistency: The same rules apply to everyone, from interns to executives.
Culture: Values aren’t just mentioned during onboarding; they’re reinforced in decisions, rewards, and daily behavior.
Harvard Business School highlights that values should guide behavior in both ordinary and high-pressure moments, not just when it’s easy to do so (Harvard Business Review, 2024).
The Leadership Moment
Leadership is tested not by what we promote but by what we permit.
It’s easy to preach integrity when things are going well. The challenge comes when speaking up might cost a deal, a friendship, or short-term results.
When leaders tolerate behavior that contradicts stated values, they send a silent message that those values don’t really matter. Over time, that message spreads faster than any policy or campaign ever could.
The MIT Sloan Management Review puts it best: “Values lie at the heart of effective leadership, but they only work when they’re lived consistently” (MIT Sloan Review, 2024).
A Simple Reflection
If you’re a leader, ask yourself:
What do we actually refuse to tolerate here?
When someone violates a value, do we act or make excuses?
Do our systems reward the right behavior or enable hypocrisy?
When was the last time our team revisited what our values truly mean?
Gentle Reminder for Leaders
Values are not what you print; they’re what you protect. They are proven not in mission statements but in moments of truth. Your culture is built in the quiet choices, the tough calls, and the lines you refuse to cross. Because at the end of the day, your people aren’t watching what you say you believe. Culture isn’t built by what leaders declare. It’s built by what they permit.
References
Gallup. (2023). Company values: Are they just words on a wall? Retrieved from https://www.gallup.com/workplace/406418/company-values-words.aspx
Flair HR. (2024). Company culture statistics: What employees really think. Retrieved from https://flair.hr/en/blog/company-culture-statistics/
Harvard Business Review. (2024). How to implement core values in the workplace. Harvard Business School Online. Retrieved from https://online.hbs.edu/blog/post/how-to-implement-core-values-in-the-workplace
MIT Sloan Management Review. (2024). Effective leaders articulate values and live by them. Retrieved from https://sloanreview.mit.edu/article/effective-leaders-articulate-values-and-live-by-them/