Values are the most important cog in your culture. But most are outdated, vague, designed by committee, and not engineered to your business goals.
ValueBull rebuilds values as a Values Operating System your team can actually use, from boardroom to frontline.
Built for companies with 50–500 people. Product-led. Behaviour-backed. Designed to be used.
Leaders know values matter. The problem is, most values don't do much.
Sure they get a mention in the annual review process, and maybe in the pitch decks, sometimes even an award — but are they really lifting their weight?
And when strategy fails, it's usually not the plan. It's the execution.
So values get pushed down the priority list, because leaders have very little confidence the usual process will deliver ROI. Fair enough.
Surveys. Focus groups. Workshops. Committees. Word-smithing. Posters. Launch. Silence.
It is an outdated process that produces "nice sounding words" that fail in the moments that matter.
Values are the rules we play by as a team. They must be directional and actionable. They must be observed, not stated.
Employer brand pillars are different. They are promises. They can sound great and still be useless for decision-making.
If your "values" are really brand promises, your team will still be stuck guessing when trade-offs hit.
Here's the fastest way to spot broken values:
If your values can't complete that sentence in a way a frontline teammate can actually follow, they aren't rules of play. They're slogans.
This is why leaders keep repeating themselves.
This is why standards drift across sites and managers.
This is why teams escalate dumb stuff instead of making confident calls.
Running businesses is hectic. More Priorities. More Tech. More Speed. Less Attention.
In a TikTok attention world, anything that isn't usable gets ignored. That includes culture.
You can't run execution on post-it notes, butcher's paper, slide decks, or five vague words with a jargon filled paragraph underneath.
The more noise there is, the more clarity your team needs. Clarity is what removes confusion. Confusion is what creates frustration.
Most values programs fail for the same reasons. Not because leaders don't care. Because the system is broken.
Values point nowhere specific. They don't pull the organisation toward its real business goals or reflect how the brand actually shows up in the world.
Consensus replaces authorship. Workshops replace decisions. Edge gets sanded off until nothing meaningful remains.
Nothing gets cut, so everything gets included. Cognitive overload kills recall, focus, and day-to-day usefulness.
Abstract nouns with no instruction. Safe language that sounds good but tells no one what to actually do. Then backfilled with a bunch of expected behaviours that pull teams from pillar to post.
Values are expected to fix everything at once. No MVP mindset. No adoption curve. No patience.
Powerpoints and Posters instead of playbooks. Guidance not easily accessible unless teams fish out the old induction deck. No 24/7 access when the workers need permission to play most.
No iteration. No feedback loop. As the business moves, the values decay and drift into irrelevance. Leaders are afraid to revisit for many more years because this new set of values delivered little ROI.
"When values fail, it's rarely a people problem. It's a product design failure."
— No other category would tolerate this failure rate and keep buying the same solution.We re-engineer values from the ground up using product design, behavioural science, and technology.
So it's usable. Built like a product people actually want to use, not a document they're forced to read.
So it actually changes what people do. Not just what they say they believe.
So it's always on, not a one-way broadcast. 24/7 access when your team needs it most.
You get a Culture on a Page that puts the whole team on the same page, literally: 3 Mantras (memorable priorities) and 9 Ways of Working (directive rules of play, not fluff). Built to work from the boardroom to the cool room.
Example: Discovery Parks — 3 Mantras × 9 Ways of Working
We straighten you up with a 3-point plan in 30 days. Fast. Effective. Fluff free.
They create a moment where the rules are understood, the language becomes shared, and people commit, in real time. Then the operating system keeps running every week after.
Everyone in the room leaves knowing the rules of play — not because they were told, but because they helped shape them.
A common vocabulary that sticks. No more guessing what "innovation" means to different managers.
People commit in real time. Multi-site ready. Frontline-ready. Adoption-first.
What I will do each week. Each team member builds a personal commitment tied to a Way of Working — chosen by the person, not set by management.
Turn mantras into action. Context-specific activation for peak pressure, onboarding, quiet periods, rough patches, and big moments.
Are we living it, or lying to ourselves? Regular check-ins that measure how deeply the framework is embedding across teams.
Guidance in real situations, not generic AI outputs. When team members need help on a client call, hiring decision, or difficult conversation — they get answers grounded in your values.
This is how values become two-way, always-on, and actually used.
They attract and keep the right talent and clients because your culture is real, clear, and consistent.
The actions and behaviours you prioritise and recognise actually show up, repeatedly, at individual, team and company level.
People make better calls without escalating everything up the chain.
This is how you get fewer "for f***'s sake" moments, and more of your people doing what matters more often.
Repeating yourself
Inconsistent standards
Values that look good and do nothing
Strategy days followed by execution drift
This is built for you.
In 60 seconds, you'll see common value patterns in your sector, the most common failure modes (the ones that create drift), and what "good" looks like when values are built to drive execution.
See how your sector typically fails on values — the patterns, the sins, and the opportunity gap.
60 seconds · No data requiredGet a personalised report comparing your organisation against your industry's top performers.
Full assessment · Free