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step by step guide

Organizational values roll-out to change the culture of an organization.

How to develop a strategy, plan and budget to communicate values throughout your organization and translate organizational values into behaviours.

This article describes our step by step values tool. To go directly to the tool click the button below.

Your task: To roll out or communicate organizational values in order to change an organization's culture.

You may have been asked to:

  • Communicate your organization's new values to different regions, divisions, SBUs or departments.
  • Develop a programme to translate the organizational values into behaviors. Get both individuals and teams to act in a way that supports the new values.
  • How to roll out new organizational values so that they change the way each team and each individual behaves.

  • Link your organization's reward systems to the new values.
  • Ensure employees practice the new behaviours over and over again, until they become habits.
  • Embed your new values into your organization's culture.

But, simply communicating your new values and telling people to live by them is not going to change the way people behave in your organization, or you organization's culture.

What can go wrong when you roll out or cascade new values throughout an organization? Why values don't change an organization's culture.

Most new values fail to change either the organizational culture, or the way employees behave towards one another or towards their customers. This is because:

  • Communicating values is done in a once-off workshop or communication session. Once the workshop is over, nothing changes. Employees go back to their existing behaviours and habits.
  • Employees lack the confidence, skill, and support to do what values require of them. Employees who are used to following policies and procedures and doing what their boss tells them to do, find it difficult to know what to do to live out values such as service excellence, 'customer focus, 'ethical' or 'innovative', or 'accountable.' Getting employees who are used to structure, to take a risk so as to live values such as 'customer focused' or 'innovative' requires far more than one workshop to get right.
  • New values that are communicated once to employees, will not change their behavior.
  • Employees are used to working in divisional and departmental silos. Many organizational values require employees to think beyond the boundaries of their own teams and to work in the best interest of their customers or the whole organization.
  • There is a lack of alignment between the new organizational values and existing organizational policies, procedures and systems. Living by the new values often means employees have to go against an existing policy or procedure.
  • Employees get confused by mixed messages about what is important.
    • Their new values tells them one thing (for example - look after your customer.)
    • Their leaders tell them something else (for example - increase sales.)
    • Their procedures something quite different (for example - cut costs.)
    • They see people who don't live the new values being rewarded for doing something completely different. (for example - political posturing.)
  • So for many employees, the easiest way to make sense of conflicting expectations is to continue doing what they did before.

It takes careful planning and hard work to change an organizational culture so that everyone behaves in ways that support the new organizational values.

Use the values roll-out step by step guide to develop a plan to translate new organizational values into behavior and change an organizational culture.

The step by step guide to rolling out values helps you develop a plan to translate new organizational values into team and individual behaviours throughout your organization.

This tool will lead you step by step through all the tasks you need to do in order to develop a powerful strategy, plan and budget for rolling out new values throughout your organization.

A plan that ensures that teams and individuals change their behaviours and act in ways to support your new values.

A plan to transform your organization's culture.

What is the step by step guide to rolling out values in an organization?

The values roll-out step by step guide consists of 5 steps.

step by step

Each step consists of a number of tasks.



Behind each task is a detailed guide that you can follow to complete each task.


How to use the step by step guide to rolling out organizational values.


As you complete each task, click the "Click when done" button. This will record your progress, so that when you come back ready to do the next task, you continue where you left off.

task done

By completing each task, and each step in the process, you will be on your way to developing a powerful process for rolling out new values in an organization. You will develop a strategy, plan and budget that builds in stakeholder support and that you can present with confidence to the CEO and a board of directors.

What this member tool provides that you can't get from anywhere else.

  • How to successfully translate new organizational values into appropriate team and individual behaviours and thereby change your organization's culture.
  • How to build support for your values roll-out process.
  • How to develop a strategy, plan and budget for rolling out values that you can present with pride to the CEO and a board of directors.
  • How to develop a plan that shows you exactly what you need to do, to use values to transform an organizational culture.

Topics covered.

Clarify expectations

  • Clarify the objectives of your values roll-out process.
  • Identify who needs to be involved in rolling out the new organizational values.
  • Analyze how to get the support you need from different stakeholders.
  • Identify the success criteria of your values project.

Develop a values roll-out strategy

  • Use systems thinking to reduce mixed messages and ensure people are able to live the new values.
  • Identify the 9 steps needed to translate values into behaviours.
  • Clarify roles. Who will do what.

Create a values roll-out road map

  • Create a road map or detailed plan that shows what will happen month by month and week by week to ensure the values get translated into new behaviours, and the behaviours are practiced until they become the new culture.

Create a budget

  • Create a financial budget showing how much it will cost to implement your roll-out plan and thereby transform your organizational culture.

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