Business
Company Value Generator
The generator samples without replacement from a pool of 12 named company values, each paired with a one-line description of what it means in practice — for example, "Bias for Action — We value speed; many decisions are reversible and reward moving fast." and "Radical Candor — We give direct, kind feedback and assume good intent." The count input (1–10) controls how many value-description pairs appear per run. Founders defining culture at a new company, people teams refreshing stale values, and facilitators running a culture alignment workshop use the output as a shortlist to debate and trim. Because each value comes with its operational meaning, the team can immediately discuss whether it describes how they actually behave at their best — the real test of any company value.
How to use
- Choose your options above
- Click Generate
- Copy your result
Detailed instructions
- Choose how many values you want.
- Click Generate to see options.
- Debate and shortlist as a team.
- Adapt the wording and copy.
Use Cases
- •Defining culture at a new company
- •Refreshing stale company values
- •Running a culture workshop
- •Writing a careers page
- •Aligning a leadership team
Tips
- →Aim for four to seven values.
- →Keep the one-line meanings.
- →Make sure they guide real decisions.
- →Adapt the wording to your culture.
FAQ
What values are in the pool?
Twelve values drawn from well-known frameworks: Customer Obsession, Ownership, Bias for Action, Radical Candor, Learn and Be Curious, Integrity, Deliver Results, Diversity and Inclusion, Simplicity, Resilience, Transparency, and Craftsmanship — each with a one-sentence operational definition.
Why does each value include a description?
A value name like "Integrity" means little without context. The one-line description says what it looks like in practice, which is what makes a value usable for hiring decisions, performance feedback, and day-to-day choices rather than just a word on a wall.
How many company values should we have?
Most companies settle on four to seven values — enough to cover what genuinely matters, few enough that people can remember them. Set count to 5 or 6, generate a shortlist, debate with your team, and trim to the ones that feel most authentic.
Should we write our own descriptions?
Yes, once you have chosen your values. Use the generated descriptions as a strong starting point, then adapt the wording to reflect how your team actually talks and behaves. The best value descriptions use your company's own language and examples, not generic phrases.
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