Once they’re defined, you must hire, fire, review, reward, and recognize people based on these core values.

core values are essential for enduring greatness, but it doesn’t seem to matter what those core values are. The point is not what core values you have, but that you have core values at all, that you know what they are, that you build them explicitly into the organization, and that you preserve them over time.

Cultivate a good work ethic. Avoid excuses and don’t disappoint those who depend on you.

Core values = The organization’s essential and enduring tenets – a small set of general guiding principles, not to be confused with specific cultural or operating practices, and not to be compromised for financial gain or short-term expediency.

The goal is to hire those who are passionate for your WHY, your purpose, cause or belief, and who have the attitude that fits your culture

My approach was to hire, train, test, and then fire or promote quickly, so that we could rapidly identify the excellent hires and get rid of the ordinary ones, repeating the process again and again until the percentage of those who were truly great was high enough to meet our needs.

If we expect people to live the core values of an organization, we have to be able to tell them what those values look like in action.

Assign each new hire to read a book and write a one-page report so you can see how serious they are about working there.

Hire for all jobs based on empathy. Employ people who care about people; everything else can be trained.

There are only two ways to influence human behavior: you can manipulate it or you can inspire it.

Very few people or companies can clearly articulate WHY they do WHAT they do. By WHY I mean your purpose, cause or belief - WHY does your company exist? WHY do you get out of bed every morning? And WHY should anyone care?

People don’t buy WHAT you do, they buy WHY you do it.

We are drawn to leaders and organizations that are good at communicating what they believe. Their ability to make us feel like we belong, to make us feel special, safe and not alone is part of what gives them the ability to inspire us.

For values or guiding principles to be truly effective they have to be verbs. It’s not “integrity,” it’s “always do the right thing.” It’s not “innovation,” it’s “look at the problem from a different angle.” Articulating our values as verbs gives us a clear idea - we have a clear idea of how to act in any situation.

Happy employees ensure happy customers. And happy customers ensure happy shareholders — in that order.

Leading is not the same as being the leader. Being the leader means you hold the highest rank, either by earning it, good fortune or navigating internal politics. Leading, however, means that others willingly follow you — not because they have to, not because they are paid to, but because they want to.

You don’t hire for skills, you hire for attitude. You can always teach skills.

Great companies don’t hire skilled people and motivate them, they hire already motivated people and inspire them. People are either motivated or they are not. Unless you give motivated people something to believe in, something bigger than their job to work toward, they will motivate themselves to find a new job and you’ll be stuck with whoever’s left.

Trust is maintained when values and beliefs are actively managed. If companies do not actively work to keep clarity, discipline and consistency in balance, then trust starts to break down.

All organizations start with WHY,

If you wanna hire great people and have them stay working for you, you have to be run by ideas, not hierarchy. The best ideas have to win, otherwise good people don't stay.

My kind, you have to work on yourself extra in following the laws of GOD in building the right core values, having SENSE, emotional intelligence, appropriate body language towards situations, use of words, generally growing in the Spirit's things! Wisdom. Knowledge. Understanding. Be extra.

The goal is for each individual to work for a company in which they fit the culture, share the values, believe in the vision and work on a team in which they feel like they are valued and valuable.

Your personal core values define who you are, and a company's core values ultimately define the company's character and brand. For individuals, character is destiny. For organizations, culture is destiny.