Respect is about valuing the thoughts, feelings and backgrounds of others. Integrity reflects honesty, ethics and trustworthiness. Accountability means taking full responsibility for decisions and outcomes. These are actively embedded into the organisation’s culture.

When Nadella took over, saying “Culture change means we will do things differently” he dismantled the current competitive, siloed environment by championing a growth mindset, encouraging curiosity, collaboration and continuous learning. This cultural shift allowed Microsoft to become a place where people thrive together.

Inclusivity has also been prioritised, and with significant investment in initiatives that bring respect and integrity to life, Microsoft’s actions reflect a commitment to creating an equitable workforce.

The company’s focus on innovation-driven leadership has been equally important. By aligning with long-term goals like cloud computing and AI, Microsoft has committed to substance over trendiness. Platforms such as Azure and partnerships with OpenAI are signs of a dedication to meaningful progress rather than superficial hype.

This alignment between values and purpose has delivered financial success. Under Nadella, Microsoft’s valuation exceeded $3 trillion, Azure became a core revenue driver, and AI investments solidified its position as a tech leader. These achievements are a direct result of values-led decision-making.

Microsoft also avoids the superficiality often seen in the tech industry. Its reputation is built on substance, not hype. The organisation prioritises delivering genuine value to customers and given team members autonomy, build trust and engagement throughout its ecosystem.

In Nadella’s Microsoft, respect, integrity and accountability have revitalised the company culturally and financially. It serves as a powerful reminder of what’s possible when values are not just words but a way of operating. Leaders would do well to ask themselves – what could we achieve by living our values with this kind of commitment?

Nadella’s summary of the depth of this work goes like this: “After all, our products may come and go, but our values are timeless.”

<p>The post Microsoft: How Living Its Values Transformed Culture and Performance first appeared on Erika Clegg.</p>

No Bull began life in Gateshead, founded by three graduates who had met at art college. They were united by their larger-than-life personalities, uncompromising perfectionism and shared passion for creating work that turned heads. Counter-cultural, ambitious and fiercely talented, they set out to challenge the industry and build something entirely their own.

The agency grew quickly, drawing clients from across the UK and beyond who wanted work that was fearless, fresh and executed with the precision of master craftsmen. No Bull became known for blending old-school artistry with cutting-edge technology, producing results that were both beautifully crafted and ahead of the curve. Word of their success spread far beyond the North East.

No Bull thrived on momentum. The founders brought an infectious energy and a strong creative vision that defined everything the agency did. Their instinctive decision-making, bold ideas and refusal to settle for anything less than exceptional set the tone. The people closest to them embraced the challenge. This was a place where high standards were matched by high rewards for those who delivered.

As the agency expanded, however, and new people joined, not everyone found it easy to adapt. For those further from the original trio, the fast-paced, high-intensity culture sometimes came as a surprise. The instinctive way the founders worked, driven by vision and passion, wasn’t immediately obvious to those who hadn’t been part of the agency’s beginnings.

It became clear to the founders that, as the agency grew, they needed to define the essence of what made No Bull unique. Not to change it, but to ensure anyone stepping into the agency knew exactly what it stood for and what it demanded of them.

No Bull Values: The Ride of Your Life

When it came to No Bull’s values, they didn’t hold back. These weren’t soft or neutral. They were bold, honest and unashamedly direct; just like the agency itself.

• Go Big or Go Home: Playing small isn’t an option here. Every project is a chance to push boundaries, take risks and deliver work that makes jaws drop.
• Own It or Leave It: Mistakes, triumphs, ideas – whatever you bring, take full responsibility. Accountability is a cornerstone of success.
• Call a Spade a Shovel: Honesty fuels creativity. Say exactly what you mean and expect others to do the same. There’s no room for ambiguity or hidden agendas.
• Work Hard, Rest Properly: No Bull moves at a fast pace, but rest is essential. Brilliance comes from energy and balance, not exhaustion.

These values weren’t designed to please everyone. They were designed to protect the heart of No Bull. They acted as a filter, attracting those who shared the founders’ vision and turning away those who didn’t.

The Team That Rose to the Challenge

The values worked like a magnet. Those who joined and thrived at No Bull were inspired, resilient and ready to meet the challenges head-on. The team that emerged wasn’t just talented, they were energised by the creative spirit of the agency.

The values gave the team a shared purpose and a common understanding. They knew what was expected of them, and they delivered. Together, they raised No Bull’s reputation, producing work that clients valued and respected.

For those who stayed, No Bull wasn’t just a job. It was an opportunity to be part of something extraordinary. The energy, ambition and focus on excellence made every day rewarding, while the commitment to balance ensured that the intensity was matched by the space to recharge.

The Legacy of No Bull

No Bull is a lesson in what happens when values are real and lived, rather than hidden in a handbook. The founders didn’t create their values to make things easier or more palatable. They created them to ensure that the essence of No Bull – the energy, creativity and boldness that defined it – would endure as the agency grew.

In doing so, they built something remarkable. A place that didn’t just produce exceptional work, but also brought together exceptional people. People who understood the ride they were on and wouldn’t have had it any other way.

This story might be fictional, but the truth within it is undeniable. Values shape culture. They guide decisions, inspire action and bring the right people together. Done well, they’re more than words. They’re the difference between a company that survives and one that thrives.

<p>The post No Bull’s values: a real values parable first appeared on Erika Clegg.</p>

As the saying goes: “Let a thousand flowers bloom”.

To cultivate a thriving culture that aligns with your values, it’s not about grand gestures. It’s about encouraging small, purposeful actions across your business. Start by asking yourself:

• What can you do?
• Who can make it happen?
• When will it be done?
• Why will it matter to people?
• Where will it take place?
• How will you measure its success?

These questions provide the framework to bring your values to life. They move you from intention to action, from vision to reality.

The key lies in encouraging small, meaningful contributions everywhere. Some of these “flowers” may not flourish, but others will take root and grow. Over time, they’ll transform your values into a living culture that resonates deeply across your organisation.

The lesson? Action, no matter how small, makes all the difference. Values don’t thrive in isolation. They need the right environment, careful nurturing, and consistent care to blossom into the culture you envisage. Start planting today.

<p>The post You’ve Got Values. But Are You Acting on Them? first appeared on Erika Clegg.</p>

The visonary behind the English football training centre, St George’s Park, and former chair of Ipswich Town Football Club, David Sheepshanks is now a business leadership coach. It was a joy to find out more about what powers him.

<p>The post 2: David Sheepshanks: the valuable game first appeared on Erika Clegg.</p>

Pia Sinha, now CEO of the Prison Reform Trust, is famed for her 18-month turnaround of ‘Britain’s worst prison’. But I found out there’s a lot more to know about this abundantly positive woman.

<p>The post 1: Pia Sinha: prison with values first appeared on Erika Clegg.</p>

<p>The post 3: George Vestey: philanthropic values first appeared on Erika Clegg.</p>

Agetech entrepreneur Hannah is founder and CEO of The Joy Club, an online activity based community for people in later life. The business has values stitched through it, and we explore how these relate to her own personal values. Her account of how The Joy Club’s values and edge factors were created is fascinating and she shares fantastic insights to talent attraction.

<p>The post 4: Hannah Thomson: valuing later life first appeared on Erika Clegg.</p>

CEO of the Design Council Minnie Moll has always spoken of her own values, and built corporate values into strategies throughout her career. And now her focus is ‘Design for Planet’. We dig deeper to see where her values come from, and what the challenges and wins are as she progresses this ambitious and essential vision.

<p>The post 5: Minnie Moll: value the planet first appeared on Erika Clegg.</p>

Barrister turned farmer, Sunday Times best-selling author and mother: Sarah Langford is brimming with firefly energy, vehemently purpose driven and a fascinating topic for this episode of REV. We discuss story telling, the importance and practicality of regenerative farming, and what comes next – all in the context of a very powerful values set.

<p>The post 6: Sarah Langford: value of farming first appeared on Erika Clegg.</p>

Former shipbroker James Tweed’s career took a huge pivot when he found himself studying the impact of isolation on the prison population.

Now his company, Coracle, provides non-networked laptops to 90% of the prison estate. This is giving people access to skills, knowledge and experience that will allow them to make a positive contribution to society when they leave prison. In 2023, they won the King’s Award for Enterprise in recognition of their work.

I wanted to find out more about the man behind this mission – just what was it about James’s own values that inspired him to solve the problem he saw in his prison studies?

<p>The post 7: James Tweed: learning values first appeared on Erika Clegg.</p>