The Values-Behavior Disconnect: What’s Really Driving Your People Problems

For over 20 years, I have had the privilege of serving on leadership teams across a range of industries. Whether in startups, professional services, or growing small businesses, one pattern consistently emerges:

When people challenges persist, the issue is often not the people themselves. It is the disconnect between stated values and daily behavior.

Leadership teams usually define their values with care and good intentions. These values are printed in handbooks, shared during interviews, and highlighted in strategy decks. But the real test of values lies not in what is said, it lies in how decisions are made, how communication unfolds, and how systems are designed.

When leadership teams are aligned around both values and strategy, the ripple effects are powerful—decisions gain clarity, creativity is unleashed across teams, and performance improves at every level, including the bottom line.

But the opposite is also true.

When those areas do not align with the values on paper, employees notice. Candidates notice. And the ripple effects quietly reach every stage of the employee experience.

Where the Disconnect Shows Up

Recruiting falls short.
You extend a competitive offer. The candidate initially seems enthusiastic—and then declines without negotiation.

Candidates today are paying attention to more than compensation. They conduct research, read reviews, talk to former employees, and pay close attention to subtle cues during the interview process. If your lived culture does not match what you present externally, it raises concerns.

New hires leave early.
When employees discover that the values they were promised do not match the internal reality, trust erodes. What began with optimism becomes second-guessing. For many, it is easier to leave early than to stay in an environment that feels inconsistent.

Leadership spends more time managing people issues than strategy.
Values misalignment leads to repeated friction. When expectations are unclear or inconsistently reinforced, leaders spend critical time managing the same people issues instead of focusing on strategic growth.

HR is stuck reacting.
In many growing organizations, HR operates without the systems or support needed to work proactively. When misalignment creates recurring issues, HR professionals often absorb the pressure—and may be unfairly perceived as ineffective, when the real issue is structural.

The Business Impact: Your Bottom Line

Closing the values-behavior gap delivers measurable returns across your organization:

• Lower Turnover Costs
  A 10–20% reduction in early-stage turnover can save $30,000–$60,000 annually for a 50-person team.

• More Strategic Leadership Time
  Executive teams reclaim 5–10 hours each week to focus on growth instead of managing personnel issues.

• More Efficient Recruiting
  Reduce recruitment costs while attracting higher-quality candidates who are more likely to stay.

• Higher Team Productivity
  Teams aligned with clear values experience 10–15% gains in output and fewer disruptions from internal conflict.

• Stronger Market Reputation
  Consistent values create a culture that resonates with both customers and top talent—building lasting differentiation.

These are not soft benefits. They are tangible outcomes that compound over time, strengthening your credibility, your team, and your bottom line.

Why the Gap Is So Easy to Miss

• Leaders are often too close to their own behavior to see the disconnect.

• Culture challenges get framed as personality conflicts instead of systems misalignment.

• Values are not defined behaviorally, leaving them open to interpretation.

This gap is not caused by bad leadership. It is the natural result of good intentions without operational reinforcement.

Where to Start

At goStrativa, I work with leadership teams and HR professionals to bring values to life through clear expectations, aligned behaviors, and consistent systems. My work bridges the gap between intention and execution, supporting both strategic growth and cultural integrity.

If this message resonates, I invite you to connect. Let us explore how alignment could unlock new momentum for your team.

—

Kirsten M. Harwood, SHRM-SCP, PMP
Founder & Chief Workplace Strategist
www.gostrativa.com

To receive future issues of Dignity by Design, click Subscribe. Bi-weekly, I share actionable insights at the intersection of trust, leadership, and strategy—designed to help you create a workplace where people and performance thrive together.