VAL: Organizational Values

Document Type

Code: VAL
Name: Organizational Values
Domain: Strategic Foundation

Abstract

This specification defines the Organizational Values document type within the BSpec 1.0 Universal Business Specification Standard. It establishes normative requirements, structured templates, and implementation guidance for organizations documenting organizational values within the strategic-foundation domain. This specification enables systematic, machine-readable documentation that supports strategic planning, operational execution, and organizational alignment.

Purpose and Scope

The Values document defines the guiding principles that shape culture, guide decisions, and determine how the organization behaves. Values are the non-negotiable beliefs that influence every action.

Document Metadata Schema

---
id: VAL-{values-system-identifier}
title: "Organizational Values"
type: VAL
status: Draft|Review|Accepted|Deprecated
version: 1.0.0
owner: CEO|Founder
stakeholders: [all-employees, leadership-team, hr]
domain: strategic
priority: critical
scope: global
horizon: long
visibility: public

depends_on: [MSN-*]
enables: [ORG-*, POL-*, ETH-*]

success_criteria:
  - "Values influence hiring and promotion decisions"
  - "Values guide difficult business decisions"
  - "Employee behavior reflects stated values"
  - "Values differentiate organizational culture"

assumptions:
  - "Leadership team embodies stated values"
  - "Values are enforceable and measurable"
  - "Values align with mission and vision"

review_cycle: annually
---

Content Structure Template

# Organizational Values

## Overview
*Brief explanation of how values guide organizational behavior and decision-making*

## Core Values

### Value 1: [Name]
**Definition**: *Clear, specific definition of what this value means*

**Behaviors**: *Observable actions that demonstrate this value*
- Specific behavior 1
- Specific behavior 2
- Specific behavior 3

**Decision Framework**: *How this value influences decisions*
- When facing [situation], we choose [approach] because [reason]
- We prioritize [what] over [what] when this value is at stake

**Anti-Patterns**: *Behaviors that violate this value*
- What we never do
- Red flags that indicate value violation

**Examples**: *Real situations where this value guided decisions*

### Value 2: [Name]
*[Same structure as Value 1]*

### [Continue for each core value - typically 3-7 values total]

## Values Integration

### Hiring and Onboarding
*How values are assessed and taught*
- Interview questions that assess values alignment
- Onboarding activities that reinforce values
- Probation period values checkpoints

### Performance and Development
*How values influence growth and evaluation*
- Performance review criteria
- Promotion requirements
- Development opportunities
- Recognition programs

### Decision Making
*How values guide business decisions*
- Values-based decision frameworks
- Conflict resolution using values
- Strategic planning with values lens

## Values Evolution
*How values have developed and may change*

### Origin Story
*Where these values came from*

### Evolution History
*How values have been refined over time*

### Future Considerations
*How values might evolve as organization grows*

## Validation
*Evidence that values are alive in the organization*

Quality Standards

Bronze Level (Minimum Viable)

• [ ] 3-7 core values clearly defined
• [ ] Basic behavioral descriptions for each value
• [ ] Values origin story documented
• [ ] All required metadata fields completed

Silver Level (Investment Ready)

• [ ] Detailed behavioral indicators for each value
• [ ] Decision frameworks that incorporate values
• [ ] Anti-patterns clearly identified
• [ ] Values integration in hiring process
• [ ] Performance evaluation criteria include values
• [ ] Real examples of values-based decisions

Gold Level (Operational Excellence)

• [ ] Comprehensive values integration across all HR processes
• [ ] Regular values assessment and feedback systems
• [ ] Values evolution history well-documented
• [ ] Recognition and reward systems aligned with values
• [ ] Values-based conflict resolution processes
• [ ] Cultural measurement and improvement programs

Common Pitfalls

1. Generic Statements

   • Problem: Values that could apply to any organization
   • Solution: Develop distinctive values that reflect unique culture

2. Too Many Values

   • Problem: More than 7 values become unmemorable and unenforceable
   • Solution: Focus on 3-7 core values that truly matter

3. Aspirational vs Actual

   • Problem: Stating values the organization doesn't actually live
   • Solution: Document values that are actually practiced and enforced

4. Vague Definitions

   • Problem: Values without specific behavioral indicators
   • Solution: Define clear, observable behaviors for each value

Success Patterns

1. Distinctive

   • Values that differentiate from competitors and industry norms
   • Unique cultural identity and approach

2. Behavioral

   • Clear connection between values and observable actions
   • Specific examples of values in practice

3. Decision-Guiding

   • Values that actually influence difficult choices
   • Framework for resolving conflicts and trade-offs

4. Living Documents

   • Values that evolve with organizational growth and learning
   • Regular refinement based on experience

Industry Variations

Software/SaaS

• Innovation and continuous learning
• Customer obsession and user experience
• Transparency and collaboration
• Quality and craftsmanship

Physical Products

• Quality and reliability
• Innovation and design excellence
• Sustainability and responsibility
• Customer safety and satisfaction

Services

• Client success and partnership
• Professional excellence and integrity
• Relationship building and trust
• Continuous improvement and learning

Nonprofit

• Social impact and mission focus
• Transparency and accountability
• Inclusion and equity
• Stewardship and sustainability

Relationship Guidelines

Typical Dependencies

• MSN (Mission): Values support and express organizational purpose

Typical Enablements

• ORG (Organization): Values inform organizational design
• POL (Policies): Values guide policy development
• ETH (Ethics): Values provide foundation for ethical framework
• ROL (Roles): Values influence role definitions and expectations

Common Conflicts

• Values-behavior gaps in organization
• Competing values that create tension
• Values-strategy misalignment

Implementation Guidelines

Creation Process

1. Leadership Alignment: Ensure leadership team agrees on core values
2. Cultural Assessment: Understand current organizational culture
3. Stakeholder Input: Gather perspectives from employees and key stakeholders
4. Behavioral Definition: Define specific behaviors for each value
5. Integration Planning: Plan how values will be integrated into operations

Review Process

1. Annual Review: Assess values relevance and effectiveness
2. Cultural Assessment: Measure how well values are lived
3. Integration Evaluation: Review values integration across processes
4. Evolution Planning: Consider how values should evolve

Measurement Approaches

• Cultural Surveys: Measure employee perception of values
• Behavioral Assessment: Observe and measure values-based behaviors
• Decision Analysis: Track how values influence decisions
• Integration Metrics: Measure values integration in HR processes

Document Relationships

This document type commonly relates to:

• Depends on: MSN (Mission)
• Enables: ORG (Organization), POL (Policies), ETH (Ethics), ROL (Roles)
• Informs: All HR processes, decision-making frameworks, cultural initiatives
• Guides: Hiring, performance management, promotion, recognition systems

Validation Checklist

• [ ] 3-7 core values clearly defined
• [ ] Specific behavioral indicators for each value
• [ ] Decision frameworks incorporate values
• [ ] Anti-patterns identified and documented
• [ ] Values integration in hiring process
• [ ] Performance evaluation includes values assessment
• [ ] Real examples of values-based decisions
• [ ] Leadership team embodies stated values
• [ ] Employee behavior reflects values
• [ ] Values differentiate organizational culture
• [ ] Regular review and evolution process established
• [ ] Cultural measurement system implemented

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Related Documents

• Back to Document Types
• Domain: Strategic Foundation
• Full Specification