Elvis Presley once said, “Values are like fingerprints. Nobody’s are the same, but you leave ’em all over everything you do.” He likely wasn’t reflecting on workplace dynamics, but the sentiment fits; how we act, behave, and treat people at work shapes culture. Not the polished slogans in an employee handbook or LinkedIn posts, but the lived, day-to-day reality of what’s rewarded, reinforced, and—most impactfully—tolerated. And we all know its health affects the bottom line.
Learning and Development teams have a unique opportunity: either leave “values” to marketing, communications, or legacy leadership, or creatively champion them for everyone’s benefit—especially in pursuit of the holy grail: a sustainable learning culture.
While L&D can’t single-handedly fix poorly conceived or inconsistently upheld values, we can amplify and influence them profoundly. Here are five ideas to consider, and why they work:
First impressions are everything (Preboarding and Onboarding)
By spotlighting values from the off, we help new starters succeed: this is who we are, and this is what matters here. Take core principles from abstract to concrete—share real examples of behaviors and actions that exemplify them. Weave them into your programme to highlight the compelling ‘why’ and purpose of your business. This creates clarity and consistency—guiding lights during an overwhelming time. It’s easier to introduce values early than to argue their importance later. Seize the attention you have and provide a framework with real significance.
Inspire leaders of the future
For new, aspiring, or established leaders, values should anchor their development. Begin with their origin story and purpose. At a minimum, values should feature during key moments—reinforcing what leadership means in your business. Better still, build content around them: group discussions, case studies, and reflection exercises. Crucially, equip leaders with tools to address behaviors that contradict values constructively. When leaders buy in and champion company ethos, they reinforce a positive culture from the top down.
Connect the dots with learning
Use company events, training, feedback loops, and storytelling to keep values visible and engaging. Share case studies showing how values guided successful outcomes, solved problems, or improved processes. Leverage initiatives like product launches or business change to link values with progress and innovation. Ensure values are reflected in your L&D policy and learning strategy.
Build the evidence
Back values-driven culture with evidence. Identify benchmarks and key indicators, measure impact, and link outcomes to organisational performance. Show how a values-driven culture improves decision-making, team alignment, and business results. Use research and statistics to bolster your case and demonstrate the tangible benefits of instilling values.
Collaboration is still where it’s at
Partner with Recruitment and HR to hire for value-fit and integrate values into the hiring process. Strengthen related areas like performance management, reward systems, and promotion criteria. Even if you’re not the decision-maker, inspire and collaborate with other teams. Diverse voices across departments are vital. Start within your sphere of influence and expand gradually, fostering stronger cross-departmental cohesion.
Summing up
As Louis Efron said in a Gallup article, “Without strong, lived, and embedded values, it is difficult for employees to find meaning in their job.” As L&D professionals, we can enrich that meaning during crucial moments, act as brand ambassadors, and make values a living, breathing part of the organisation. Will you seize the opportunity?
Gemma Glover is the Head of Learning and Culture at Learn Amp.
