A Framework for Aligning Vision + Values
- Tara Giambrone
- Oct 28
- 2 min read
Evolving your business and operations requires a culture that evolves with it. And a successful culture requires more than good intentions - it demands alignment across essential organizational pillars. When vision, values, and structure are in sync, your culture becomes a living system that supports growth, resilience, and engagement. Misalignment, by contrast, creates confusion, disengagement, and costly turnover.
We’ve included a framework below that we use when designing a culture that evolves with your business. To use this framework effectively:
Assess Current State: Conduct a culture audit to evaluate alignment across vision, values, and structure. Identify gaps and disconnects.
Engage Stakeholders: Bring leaders and teams together to co-create clarity and buy-in. Use workshops and surveys to deepen understanding.
Design Aligned Initiatives: Create strategic plans that integrate vision, values, and structure. Prioritize quick wins and foundational changes.
Communicate Consistently: Ensure all communication reinforces alignment. Use multiple channels and storytelling to keep everyone connected.
Measure & Iterate: Establish metrics and regular check-ins. Adapt initiatives based on feedback and evolving business needs.
Now time to assess:
1 | Vision — Your North Star
Your vision is the future you’re collectively working toward. It defines purpose and inspires action.
Key Questions:
What impact are we here to create?
How do we want to be known?
Is our vision clearly communicated and shared across all levels?
Best Practices:
Craft a concise, aspirational vision statement
Regularly revisit and reinforce the vision in meetings and messaging
Use storytelling to connect individual roles to the bigger picture
2 | Values — The Behavioral Compass
Values guide how people show up and interact daily. They translate vision into lived experience.
Key Questions:
What core principles define our culture?
How do we expect people to behave?
Are our values reflected in decision-making and recognition?
Best Practices:
Define 3-5 core values that resonate deeply and distinctly
Embed values in hiring, onboarding, and performance reviews
Celebrate behaviors that exemplify your values publicly and often
3 | Structure — The Operating System
Structure includes the policies, roles, processes, and systems that shape how work happens.
Key Questions:
Do our organizational structures support our vision and values?
Are roles, responsibilities, and communication channels clear?
Do systems enable autonomy, accountability, and collaboration?
Best Practices:
Map roles and decision-making authorities transparently
Design workflows and feedback loops that align with cultural norms
Continuously audit and adapt processes to remove friction and support growth
At Catalyst, we're always happy to be a thought partner as you work through your realignment.
Download additional resources to help you on your journey.