Bonus Episode! 5 Questions with Scott Levy

CEO, ResultMaps

We’ve been talking a lot about the impact that core values can have on an individual contributor. Identifying and building those values can have a significant impact on your current success and future career trajectory.

Companies are no different. They build values that help rally the team around common beliefs, reducing friction in the workplace and building a success story together.

The big difference here is individuals find their own core values, while company values are identified and built by a CEO and/or executive team.

These executives build values based on past experience, their own core values, and any existing company culture.

Are they always perfect? No. We can’t all have an enduring credo like Johnson & Johnson.

But they’re not permanent, either. As companies grow and change, the values they live by have to as well. Like our guest, Scott Levy said:

“Maybe your values are set in stone, but you’re a sculptor. You’re chiseling away. You don’t have to keep swapping them out, but you can iterate.”

Your values are your values for a reason, and as a CEO or executive team, it’s on you to make sure they still serve the function they were built to serve – a blueprint that encourages the right actions.

We cover a lot of best practices, advice, and examples of executive-level value-setting and how to nail that process right the first time.

Show Notes

Contact Info

Scott’s LinkedIn

ResultMaps LinkedIn | Website

Episode Resources

Pixar Story Format (4:54)

Traction by Gino Wickman (8:09)

Good to Great (20:46)

Built to Last (20:46)

Copywriting Tools: Jarvis (now Jasper), Simplified, CopyAI ((24:10)

Additional Resources on ResultMaps website (29:12)

Amendments

Was thinking about Alex’s question re: AI and technology can it help with core values (22:14)

I’d amend my answer this way:

With a tool like Gong, you’ll probably notice that the best sales tactic on closing calls is to use fewer words and pause after pricing. Here’s how you’d convert that to core values that inform action:

To encourage fewer words ⇒ “Be easy to understand” or “Make things simple to our customers” or “Masters of confident communication”

To encourage the uncomfortable pause after giving pricing⇒ “Humble confidence: never overexplain our value.”

These could be played with but you get the idea. That was a great question and happened to see something from Devin at Gong yesterday that reminded me of your question.

Companies are no different. They build values that help rally the team around common beliefs, reducing friction in the workplace and building a success story together.

The big difference here is individuals find their own core values, while company values are identified and built by a CEO and/or executive team.

These executives build values based on past experience, their own core values, and any existing company culture.