We've recently refreshed our company values and I'm seeking advice or examples for what you/your companies have done to roll out refreshed values to employees.   Please feel free to chat me direct, and here are a few questions as thought-starters:  - What creative ways have you used (or seen used) to activate values and behaviors across teams? - How did you engage leaders at the local level to lead the culture shift? - Any lessons learned—what worked, what didn’t, what you’d do differently? Whether it’s a story, a tool, a campaign, or a moment that made a difference—I’d love to hear it. Your insights will help shape our strategy and planning now, as we prepare to launch in 2026.

We rolled out new values at the start of this year. We have 6 values and (by coincidence) we have 6 EVPs who report to our CEO. We had each of the EVPs participate in 60 second videos where each talked about a different value, including what it meant to them, how they live it, and why it's important. We also tried to imbed our values into as many different policies and processes as we could. Beyond just our Code of Conduct, we included our values in our reward & recognition program to ensure we were rewarding employees for living the values.

As a consultant I worked to get buy-in at top decision making levels, collaborated with communications on messaging and utilized all hands type settings for the full rollout. Then mid level managers had to be trained for FAQs and implementation. With a feedback line to monitor the response from talent.

We launched with a 4-day offsite featuring leadership fireside chats, team-based value challenges, and interactive sessions on translating values into execution and collaboration. Initially, we had too many values. We tracked organic adoption, for instance, "debate with trust" appeared in 46 peer recognitions in one month, correlating with a 12-point increase in psychological safety scores. This data guided us to pare down to what was actually driving behavior change. To sustain momentum, we equipped all people managers through practical workshops using real cross-team examples, and clarified what "great" looked like for each value in context (e.g., transparency during performance decisions). We embedded values into existing rhythms rather than creating new programs: Slack shoutouts tagged with values, weekly standups opening with "value in action" shares, and Kahoot challenges at monthly all-hands. This made reinforcement effortless and ongoing. Over time, the values became embedded in how we hired, onboarded, set goals, and made tradeoffs.