Core values don’t just live on posters

Core values are the heartbeat of a company's culture. Yet too often they live on posters, not in day-to-day actions. The fix? Build learning programs that turn those values into real behaviors.

Here’s what leading organizations are doing today to teach, enhance and reinforce the leadership behaviors that matter most.

What values and behaviors are most companies focused on?

Before you build a learning program around your values, know what you’re working with. Here are the key themes and behaviors shaping leadership expectations today:

How to bring core values to life through learning

1. Integrate core values directly into learning journeys

Skills should not be taught in isolation. Link every skill back to the company’s core values.

Example: Instead of just “Effective communication,” make it “Communicating with ownership and customer focus.”

This reframing helps employees see skills as tools for living the values, not just performing tasks.

2. Customize off-the-shelf programs with your values

At Electives, there are standard training programs like Core Manager or Advanced Manager training that you can quickly roll out to your employees. But before you implement, make a few custom tweaks. 

Swap in instructors who bring the right perspective. Add examples or scenarios that reflect what matters most to your company. Make it feel like your program.

3. Use real-world scenarios and case studies

Learning sticks when people have to make real decisions. Design learning experiences that force real choices aligned with company values.

Example: In a leadership simulation, ask participants to choose between speed (bias for action) and thoroughness (customer obsession). Let them wrestle with that trade-off.

Scenario-based learning creates muscle memory for values-driven decision-making.

4. Spotlight role models and tell real stories

Storytelling turns abstract values into tangible actions.

Invite leaders and employees who embody core behaviors to share real stories in live sessions. Hearing how others have lived the values makes the expectations relatable and inspiring.

5. Create safe spaces to practice

Practice builds confidence. Use AI simulations, role plays,and peer coaching to help people try on behaviors like “taking ownership” or “innovating under pressure.”

Give them room to fail and learn before the stakes are high. Practice combined with feedback accelerates learning and embeds behaviors deeply over time.

6. Reinforce through microlearning and nudges

Behavior change requires frequent reinforcement. Keep values top of mind with:

• Bite-sized content
• Reflection prompts
• Weekly challenges

Small, frequent reminders help values stick when it matters most.

7. Tie performance management to core values

For values to stick, they must be visible in how success is measured.

Integrate core values into performance reviews, promotion criteria and recognition programs. Teach employees what success looks like—not just in tasks, but in living the values. Make sure managers are evaluating and rewarding those behaviors.

8. Recognize and celebrate values-based actions

Recognition turns values into culture.

Call out employees who live the values, whether it’s through awards, shout-outs or peer nominations. The more people see these behaviors celebrated, the more they’ll show up.

A full-cycle approach: Teach → practice → reinforce → recognize → measure

When you build learning programs that follow this full cycle, core values stop being something you talk about at all-hands meetings—and start being how work gets done.

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