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World Congress 2026 Europe - Virtual Stage • Jul 1, 2026 • Session details

Values That Don’t End as a Poster: A Discovery Sprint

Olga Dobzhynska

Olga Dobrzynska argues that behavioral principles without tangible trade-offs are merely preferences. Learn a six-step discovery sprint to transform decorative corporate posters into observable operational standards.

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#1 about 3 min

When company core values fail during difficult decisions

When company ideals are merely decorative, they fail to guide actions during difficult daily situations.

#2 about 2 min

Shifting corporate vocabulary from values to usable principles

Adopting the term principle over value transforms static declarations into functional tools for resolving conflicting priorities.

#3 about 3 min

Diagnosing broken chains between corporate words and behaviors

Abstract terminology creates friction in hiring consensus, team operations, and overall employee trust.

#4 about 4 min

Overview of a culture discovery sprint six-step framework

Condensing a lengthy culture research project into a six-step methodology uncovers authentic workplace habits.

#5 about 2 min

Surfacing and clustering real workplace organizational behavior stories

Collecting specific narratives about difficult choices rather than abstract adjectives yields authentic material for culture definition.

#6 about 2 min

Validating candidate principles across different organizational departments

Asking employees directly if proposed concepts match their reality prevents the rollout of unrecognized slogans.

#7 about 5 min

Translating core concepts into observable actions and anti-behaviors

Defining specific actions and explicit boundaries transforms abstract ideals into measurable rubrics that guide actions.

#8 about 3 min

Building an organizational evidence library featuring past failures

Collecting real test cases where principles were maintained or broken creates powerful narratives for enablement.

#9 about 2 min

Embedding cultural rituals into existing employee management systems

Integrating behavioral rubrics firmly into hiring scorecards and feedback loops prevents human resources from becoming culture police.

#10 about 2 min

Running a single cultural principle through the framework

Tracing a single narrative about late-night accountability shows how it evolves into a functional standard for partnership.

#11 about 2 min

Avoiding common failure modes during a culture sprint

Bypassing leadership hesitation and lack of ownership ensures the cultural integration outlives initial excitement.

#12 about 2 min

Executing a microscopic culture sprint within individual teams

Testing the methodology with a single team by establishing one anti-behavior reveals immediate cultural truths.

#13 about 2 min

Moving corporate principles into concrete daily organizational decisions

Upgrading organizational ideals requires moving beyond aesthetics to establish firm guidelines for addressing demanding situations.

Matching moments

2:55 min

Implementing values-based hiring frameworks in established organizations

Rudi Bauer Rudi Bauer +1 · Cappuccino with HR

3:41 min

Translating core values into actionable hiring criteria

Rudi Bauer Rudi Bauer +1 · Cappuccino with HR

1:39 min

Quantifying the disconnect between values and daily work

Laura Dückers Laura Dückers · World Congress 2025

3:41 min

Building retention through core values and culture

Ana Gospodinova Ana Gospodinova +4 · World Congress 2025

3:34 min

Defining values-based principles for organizational scaling

Rudi Bauer Rudi Bauer +1 · Cappuccino with HR

2:35 min

Emphasizing people and purpose in modern employer branding

Rudi Bauer Rudi Bauer +2 · Cappuccino with HR

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