People are getting a ton out of what they're doing, and that makes me feel pretty good for them. The only way that can happen is if they are all embracing the same core value system. If that's true, you can delegate authority and know that decisions will be taken against that set of core values. When it comes to value systems, the words that are used should be unique to that organization. There are far too many value systems that are simply recitations of drivel that could as easily be applicable to a bank as to a supermarket chain.
Values also have to be translated into key performance indicators at the operating level.
Too many value systems end up simply as a list of words on a chart in the reception lobby. When it comes to building organizations quickly in this Internet economy, it's very helpful if new employees are recommended by existing employees, because existing employees know the culture, the value system that they've embraced, and are likely to identify people who will be appropriate to bring in. My company is always described as having a very strong culture. We think that's a dangerous description, because a strong cultural organization prescribes the sort of people who are likely to come and defines among the current employees whom should be invited to come. We're not that type of organization.