Mark wasn’t wrong. In January I observed an exchange between two organizations that led me down a rabbit hole in my brain. It ended with me posing this question: What questions must be answered to ensure your public persona matches your behind-the-curtain private one? Mark agreed to tackle this from a leadership angle (see posts March 10-12); my task is to address the organization angle.

Before throwing out the first question, I need to throw credit to one of my favorite leadership podcasts. The Table Group’s podcast entitled At The Table is worth your following. Patrick Lencioni’s team asks and answers leadership questions every week that challenge leaders and their organizations. Subscribe to it now!

Wednesday as I waited in the lobby of a local nonprofit waiting for a meeting, I noticed a framed image of their values. It caught my eye mostly because of the Hebrew words. I was curious. If you’re curious, here’s the list of ten:

I’ve gotten to know one of their VP’s over the last eight months. He’s relatively new in town and therefore new to his team. We haven’t gotten to know each other well enough for me to inquire, but I wonder how his interview process went compared to his reality of being on the job. You know what I mean, right? It seems more often than not the hiring process doesn’t really pull back the entire curtain.

Which leads me to question #1: Are we all for the same things, really?

Doing the work to solidify the organization’s values is important. Equally important is protecting them. Through the hiring process, alignment on values needs to be top of mind. Periodically, probably routinely, values need to be restated in leadership meetings. It wouldn’t hurt to find creative ways to check if all team members can state them.

This matters for one huge reason. If you say in front of the curtain that you stand for something but rarely discuss it behind the curtain, eventually those on the other side will find out. Your words must be more than lip service.

Leaders, to engage this question further, here are four more questions for your team to discuss:

• When’s the last time we checked our values as a team?
• How are we evaluating our values?
• How well are we listening to people on both sides of the curtain in evaluating our values?
• What uncomfortable conversations do we need to have about our values?

May your words behind the curtain match your words in front of it.

Photo by Riccardo Annandale on Unsplash