Leading with Core Values – Nu Leadership Series

“ A skilled Transition Team leader will set the general goals for a Transition, and then confer on the other team leaders working with him the power to implement those goals.”
Richard V. Allen

During my 15 years of managing and evaluating corporate organizations, I can clearly understand the impact of corporate values in organizational environments. Clearly, organizations need to communicate their values to followers. Likewise, organizational leaders should “model the way” so that followers won’t get mixed messages from the organization and their leaders. Shared core values are what bind the organization together, especially during these rapid and unpredictable times.

Malphurs, a value-based guru, maintains that an organization must learn to adapt to rapid market changes, but it must not change its core belief system. Many organizations have ignored cultural influences on their employees, such as the postmodern movement. As a consequence, many workers feel abandoned in their “day-to-day” operations. Many bosses don’t care about dealing with employees on a personal level; however, employees desire this personal level. Is caring about people a part of the core values of 21st century institutions?

Winston, a leadership expert, argues that leadership begins with the overarching value of love as a foundation. Therefore, organizations will never reach optimum performance until organization leaders subscribe to “love” as an important core value for employees.


Malphurs, A. (1996). Values-Driven Leadership. Grand Rapids, MI: Bakers Books.

Winston, B. (2002). Bea leader for god’s sake. Virginia Beach, VA: School of Leadership Studies.

© 2006 by Daryl D. Green