What are your core principles and values?

Core Culture = Purpose + Philosophy + Priorities

Core Culture consists of the Purpose, the Philosophy, and the Priorities of the organization.


The central three Ps–of the Five Ps–of an organization are the Core Culture. Think of it as the essence of the organization. Thus, it is the essence of the organization’s culture. Core Culture consists of the vital Purpose, the distinctive and enduring Philosophy, and the strategic and universal¬†Priorities. As a unit, these principles and values form the foundation for why the organization is in business and the framework for how it conducts that business.

Be sure employees know the Core Culture principles and values

In successful organizations, there is a clearly defined and shared Core Culture that guides the behavior of employees as they interact with each other and with others outside the organization.

The Core Culture is a small set of guiding principles and values that employees should know and live by. An organization stands for something and has a character that is core to its soul.

Achieving greatness begins with employees understanding the organization’s contribution and character and its path to success. These principles and values are its Core Culture.

Core Culture = Purpose + Philosophy + Priorities
Core Culture

Whatever you call it–Core Culture, corporate culture, or workplace culture–it does not matter. What matters is whether or not you can define it. Most of all, don’t let culture be a cloud that no one can easily share and communicate.

Conduct an organizational culture assessment

Conduct an Organizational Culture Assessment to define your Core Culture. This is the first step in strategic planning and a necessary step in implementing organizational change.

Use this book to conduct your culture assessment
  • First of all, to build a culture of distinction, you must define the unique Core Culture of your organization–the vital Purpose, the distinctive and enduring Philosophy, and the strategic Priorities.
  • Next, to build employee engagement, in addition, identify the universal Priorities to focus on and pay attention to.

When you can define the organizational culture, you can evaluate how well it positions the business for success and, if need be, you can make changes so you can better compete and thrive. Hence, strategy and change management initiatives must be linked to the principles and values that are core to the culture of the workplace. If practices are not in sync with the values at the heart of the organization’s culture, change will be difficult to sustain.

To build a culture of distinction, most of all, participate in a process to uncover these prime principles and values.

Print Friendly, PDF & Email