النص 🔗
WEBVTT
00:00:00.400 --> 00:00:02.720
At some point, you're gonna see it.
00:00:04.080 --> 00:00:09.039
The team starts regulating and governing and holding people accountable to those core values.
00:00:09.279 --> 00:00:11.759
That's when it starts to make an impact, right?
00:00:18.160 --> 00:00:21.600
Welcome everybody to the next episode of the Mobilization Mindset.
00:00:21.839 --> 00:00:27.920
My name is Scott Pieper, CEO and founder of mobilization funding, and today we're gonna be talking about core values.
00:00:28.079 --> 00:00:28.559
Why?
00:00:28.719 --> 00:00:30.879
Because we get questions about them all the time.
00:00:31.199 --> 00:00:33.759
People are always asking, how do I incorporate them?
00:00:34.000 --> 00:00:35.119
What is it about?
00:00:35.439 --> 00:00:36.320
What are they?
00:00:36.479 --> 00:00:37.759
What does it look like when they're good?
00:00:37.920 --> 00:00:39.039
What does it look like when they're bad?
00:00:39.200 --> 00:00:40.560
How do you know if someone has them?
00:00:40.719 --> 00:00:42.640
We get them all kinds of questions.
00:00:42.799 --> 00:00:51.920
And since we've made every mistake under the sun along the way to having great core values ingrained into our business, I thought today Drew and I could talk exactly about that.
00:00:52.159 --> 00:00:52.799
Yeah.
00:00:53.280 --> 00:00:55.280
Most important part of the business at the end of the day.
00:00:55.520 --> 00:00:56.000
It is.
00:00:56.240 --> 00:00:58.240
So let me ask you the first question.
00:00:58.560 --> 00:01:00.719
Do core values matter?
00:01:00.960 --> 00:01:03.359
Or is this just all corporate fluff?
00:01:05.040 --> 00:01:15.359
Speaking of core values, my f I think every organization, every effective organization, family, uh any organized group of people should have some set of core values.
00:01:15.599 --> 00:01:23.200
My family growing up, one of the core values that my parents uh gave to us was deeds, not words.
00:01:24.319 --> 00:01:27.439
So how does that relate to the question you just asked me?
00:01:27.840 --> 00:01:29.920
And that's the it depends.
00:01:30.239 --> 00:01:33.359
Is it corporate fluff or do they actually matter?
00:01:33.599 --> 00:01:47.120
And the differentiator is this if you have core values and it is not embodied at the start from the leadership team, then it's corporate fluff.
00:01:47.439 --> 00:01:47.760
Right.
00:01:48.239 --> 00:01:58.400
If it is empowered and it is created and it does precipitate from the leadership team to the rest of the team, then absolutely it matters.
00:01:58.640 --> 00:02:04.000
I mean, I I've seen a lot of companies, been a part of companies that have core values that are on a wall.
00:02:04.079 --> 00:02:04.319
Yeah.
00:02:04.480 --> 00:02:11.280
Or are in a little little booklet, you know, and nobody could even name the core values of their company.
00:02:11.439 --> 00:02:21.039
And there's a consistent complaint among the rank and file people in the company, be being one of them at some point in my career, I'm sure, where it's like, what are the what's the point of these core values?
00:02:21.360 --> 00:02:22.800
I don't even see it in the leadership team.
00:02:22.960 --> 00:02:23.520
It's true.
00:02:23.759 --> 00:02:28.800
You know, one of the things that helped me the most to understanding core values, because all everything you said I was part of in different organizations.
00:02:29.120 --> 00:02:30.159
Yeah, all of us have, right?
00:02:30.240 --> 00:02:30.560
Yeah.
00:02:31.039 --> 00:02:33.439
And and that's no different for anyone.
00:02:33.599 --> 00:02:39.120
But being that we are here at mobilization funding and can guide what the values are.
00:02:39.840 --> 00:02:43.599
The thing that I like struggled the most is we didn't have core values when we first started.
00:02:43.680 --> 00:02:46.159
We just we were just doing doing things, you know.
00:02:46.479 --> 00:02:47.360
You just just got out.
00:02:47.439 --> 00:02:50.000
That wasn't part of the understanding of what's going on.
00:02:50.240 --> 00:02:55.439
But one of the things that resonated with me a lot, and I remember asking the same question, hey, what is core values?
00:02:55.599 --> 00:02:58.000
I asked, I asked the mentor one time, what is what are they?
00:02:58.080 --> 00:02:58.639
What does that even mean?
00:02:58.719 --> 00:02:59.520
Like, what does it look like?
00:02:59.599 --> 00:03:03.439
I've only been in part of places on the wall, and I don't really know what that entails.
00:03:03.759 --> 00:03:13.360
He said, Well, the first thing that you need to understand, Scott, is every organization has core values, whether they're stated or not.
00:03:14.000 --> 00:03:19.599
And they are how the organization operates, communicates, speaks to one another.
00:03:19.759 --> 00:03:30.639
If you don't have a set core values written on your wall, or you don't have a set standard that's communicated, would you agree that there is a standard amongst people?
00:03:30.879 --> 00:03:31.120
Yeah.
00:03:31.280 --> 00:03:31.439
Yeah.
00:03:31.759 --> 00:03:33.759
That standard is set, it's just not put in words.
00:03:34.000 --> 00:03:39.360
Would you agree that somebody might have one standard and another might have another, and there might just be chaos?
00:03:39.520 --> 00:03:39.759
Yeah.
00:03:39.759 --> 00:03:40.639
That might be your values.
00:03:40.960 --> 00:03:42.400
Which is not optimal for an organization.
00:03:42.639 --> 00:04:03.039
Yeah, and he says, and that's what you once you understand that there are values that everyone's operating under, or multiple sets of values, then you can realize that you either are influencing the values of the organization by setting a standard and leading it and guiding to it and hiring to it and training to it and teaching to it, or you it just is taking its own path.
00:04:03.360 --> 00:04:15.120
Well, let me ask you this is it better to just not have stated core values and everybody kind
Load full transcript
of operate at the beat of their own drum, or to have core values in a booklet or a wall, but everybody thinks they're bullshit.
00:04:15.759 --> 00:04:16.879
It's a good question.
00:04:17.120 --> 00:04:28.720
I would say one thing I know for sure is to have state core values on a wall that are false or in a booklet that no one's living by is definitely not good.
00:04:28.959 --> 00:04:29.199
No.
00:04:29.600 --> 00:04:41.680
I would say if you have no core values, but you have a group of people that care and love each other and are working towards one common goal, but there's no value stated, you probably have a better chance than the other.
00:04:41.839 --> 00:04:44.319
I think both are bad, but you probably have at least a shot.
00:04:44.800 --> 00:05:03.759
The problem with not having core values or a set of standards is your organization and your business can only grow to the capacity of which your people are who they are, and their ability to grow within themselves and then the cohesiveness of that.
00:05:04.000 --> 00:05:07.839
Your also business can never grow without systems and processes in place.
00:05:08.079 --> 00:05:14.720
And your organization can't grow without people managing those systems and processes and having to effectively make decisions.
00:05:14.879 --> 00:05:36.000
And so if you don't have any core values, there's no set standards that everybody can be, have the autonomy to know they can operate in in a manner in which that they can be safe and healthy and um rewarded, recognized, guided by to decide on things.
00:05:36.160 --> 00:05:46.560
And therefore, if you don't do that, there'll be a bottleneck somewhere in the organization, probably to this one individual leader, and then nothing gets done, which then creates frustration and anxiety and that.
00:05:46.720 --> 00:05:51.920
So that's one main reason to have core values from just a practical tactical standpoint.
00:05:52.160 --> 00:05:56.879
The second reason is you got to know who what kind of organization of people you're gonna have.
00:05:57.040 --> 00:06:04.319
Like, are we what kind of core human is gonna thrive in this organization and which kind of core human is not?
00:06:04.480 --> 00:06:11.439
And you have a duty when people come to work at your organization to let them know like what kind of group of people there are.
00:06:11.600 --> 00:06:14.160
So they can decide, hey, I'm those aren't my people, or these are.
00:06:14.240 --> 00:06:23.600
If you show them all these people and try to pretend you're everything to everyone, you're gonna fail not only yourself, but you're gonna fail those people that are trying to think about whether your organization is the right fit for them.
00:06:23.839 --> 00:06:24.160
Yeah.
00:06:24.399 --> 00:06:35.120
Without a set of core values, I mean, here's here's what another purpose of core values it is a standard for you to hold yourself accountable to.
00:06:35.360 --> 00:06:40.000
And it's a standard to hold the team accountable to.
00:06:40.319 --> 00:06:53.839
And then eventually, kind of to that as you grow organization type story that you told, as you grow and you're intentional about the types of people you hire and bring on a team, right?
00:06:54.480 --> 00:07:11.199
Because you have core values, you're evaluating through the lens of those core values, and you grow at some point, and you're gonna see it, the team starts regulating and governing and holding people accountable to those core values.
00:07:11.439 --> 00:07:12.000
That's right.
00:07:12.319 --> 00:07:16.319
That's when it, that's when it then that's when it starts to make the impact, right?
00:07:16.560 --> 00:07:39.279
And in order to get to that point, and Scott, you've done such an incredible job, and I've learned an incredible amount from you on this, it takes consistency, it takes reiterating the core values, telling stories around the core values, getting the team to tell stories about what they have done to exemplify a core value.
00:07:39.519 --> 00:07:50.639
And it seems overbearing and repetitive, but in reality, nine out of ten people that work for you, ten in our case, I think ten out of ten people, right?
00:07:51.439 --> 00:07:56.399
Actually hold themselves accountable to such a high standard that they enjoy sharing those stories.
00:07:56.720 --> 00:07:57.120
That's right.
00:07:57.279 --> 00:08:00.240
You know, because everybody wants to do the right thing, they want to feel good.
00:08:00.480 --> 00:08:06.160
And it and also, by the way, have you ever tried to make something brand new without instructions?
00:08:06.639 --> 00:08:09.839
Or put something together without that you don't know how to put together without instructions?
00:08:10.560 --> 00:08:12.560
Well, not very uh effectively.
00:08:12.800 --> 00:08:13.040
Right.
00:08:13.199 --> 00:08:18.720
So like if you walk into an organization and you have no idea what the standards of rules are, it's just like wing it.
00:08:18.800 --> 00:08:22.560
You have to start observing somebody and someone, and what if everybody's doing things differently?
00:08:22.879 --> 00:08:23.920
How do you know what's right, what's wrong?
00:08:24.319 --> 00:08:25.519
But it's not just rules though.
00:08:25.680 --> 00:08:31.600
I mean, think about but think about like one of our core values is be humble, right?
00:08:32.000 --> 00:08:40.080
How many times have we used the core value of be humble to make someone or ourselves better in this organization?
00:08:40.399 --> 00:08:41.279
Yeah, all every day.
00:08:41.600 --> 00:08:50.159
I mean, how many times, and I'm not gonna go through all of our core values, but another core value of ours is create the best customer experience, right?
00:08:50.639 --> 00:09:07.279
And we spend 60% of our day figuring out in some way, shape, or form how to create the best customer experience in every every business decision we make, one of the questions is how does this affect the customer experience?
00:09:07.519 --> 00:09:08.399
Correct, right?
00:09:09.200 --> 00:09:15.519
And and the the cut the what your core values end up doing is is creating the standard at which everyone is gonna operate at.
00:09:15.840 --> 00:09:16.159
Yeah.
00:09:16.480 --> 00:09:25.919
And and that provides certainty for your team, it provides a certainty for the customer, it provides certainty for your vendors and your lenders.
00:09:26.080 --> 00:09:36.320
Everybody knows how interacting with this organization, whether it's you as an individual or another individual or the collective, is gonna be the same.
00:09:36.720 --> 00:09:46.480
It's just like, you know, if you if you walk into a McDonald's in New York City or Arkansas or California, it's pretty much the same experience.
00:09:46.639 --> 00:09:50.399
And that's because they have the same set of standards and values.
00:09:50.559 --> 00:10:00.320
Whether you agree with McDonald's core values or not, that's what it the same set of core values creates the standard that's exists and why you can have something uniform like that.
00:10:00.799 --> 00:10:03.600
And so it's important for those reasons.
00:10:03.679 --> 00:10:16.639
And if you ever really want to have an organization of any scale and you want to be successful, it to me it's the mandatory requirement of the foundation, or at some point as you grow or as the people come in and out, you're gonna it's gonna break.
00:10:16.879 --> 00:10:17.120
Yeah.
00:10:17.360 --> 00:10:34.080
The last thing I want to say about core values in in practice and in and and in implementation is um it wasn't too long ago, actually, uh two of our teammates out there were saying, you know, we're working on this really complex deal, right?
00:10:34.559 --> 00:10:35.840
Comple opportunity.
00:10:36.320 --> 00:10:46.559
And the other day, you know, sales director wasn't around, none of the other other sales people around, Scott was around, Drew wasn't around, you know, Rachel wasn't around, and we didn't know what to do.
00:10:46.799 --> 00:10:50.639
And I I said to him, I said, indecision is a bad decision.
00:10:50.879 --> 00:10:51.039
Right.
00:10:51.279 --> 00:10:53.039
They said, well, we don't know what decision to make.
00:10:53.279 --> 00:10:55.679
And I said, You're uncomfortable.
00:10:55.919 --> 00:10:58.559
That's the only way you feel you you know how to get to the answer.
00:10:58.639 --> 00:11:00.320
And he said, Well, we how do we find the answer?
00:11:00.480 --> 00:11:10.799
If you have nobody around you to help you, all you have to do is sit down, deeply think about our core values, the answers, the the next step is somewhere in that thought process.
00:11:11.120 --> 00:11:11.519
That's right.
00:11:11.679 --> 00:11:12.480
Yeah, yep.
00:11:12.639 --> 00:11:13.840
And that worked out, and that's it.
00:11:13.919 --> 00:11:14.559
Yeah, it worked out.
00:11:14.639 --> 00:11:15.919
Yeah, it's great.
00:11:16.159 --> 00:11:25.840
But that giving people the comfort level of knowing, like, if I'm operating within these core values, even if I make a mistake with the right intent, then okay, it's part of the lessons learned.
00:11:25.919 --> 00:11:34.720
Like, but you've as long as your intent is pure and you're on target with one of those values and you're operating within the core values, you're gonna be okay.
00:11:34.960 --> 00:11:36.080
Yeah, yeah.
00:11:36.240 --> 00:11:37.279
Yeah, good.
00:11:38.240 --> 00:11:39.919
Well, I hope that helps.
00:11:40.480 --> 00:11:45.200
Most importantly, I'll speak to you as leaders and and founders of your companies.
00:11:45.279 --> 00:11:55.919
If you don't know what your core values are, you don't know what they should be, your core values should start with who you are, what you represent for yourself, and the standards you keep.
00:11:56.080 --> 00:12:06.320
If you just list out those things for you, who you are, the rest of the organization will fall in line with that, or they won't, but at least you'll know.
00:12:06.480 --> 00:12:13.039
But you as a leader or you as the founder or owner of your business, if it's your business, you're not going anywhere.
00:12:13.120 --> 00:12:19.519
So you might as well pick your core values and see who left on your team wants to live up to those ones.
00:12:19.600 --> 00:12:26.240
And if not, at least you now know who to go look for to replace the people that don't want to be part of that.
00:12:26.639 --> 00:12:30.480
All right, until next time, you guys have a great week.
00:12:30.639 --> 00:12:36.559
In the meantime, you can catch more of our episodes on our YouTube channel at mobilizationfunding.com.
00:12:36.799 --> 00:12:39.919
You can check out our website at mobilizationfunding.com.
00:12:40.000 --> 00:12:46.320
You can find tools, tips, tricks, and lots of other videos and information on both places and platforms.
00:12:46.639 --> 00:12:49.360
Have a great week and may God bless you.