Defining the Standard

The Standards pillar is the soul of the organization. It’s built on the idea that long-term performance can’t come from process alone. It needs to be grounded in something deeper, shared identity, clear expectations, and meaningful direction. This pillar answers three critical questions: Who are we? What do we expect from each other? Where are we headed? Without clarity on those, no amount of process will get the team where it needs to go.

Culture is often treated like an accidental outcome, something that just “happens.” The SoC rejects that. Culture is built, not found. This pillar gives leaders a way to engineer it with intent.

It starts with Identity. Leaders define and document their own values and non-negotiables. Then they lead a process where the team does the same. Tools like StrengthsFinder or DISC can support this, but the goal is to create what we call a “Team Table, a shared view of individual strengths, team values, and cultural boundaries. This becomes the team’s DNA. It gives people a shared language and a deep understanding of each other, which cuts down on confusion and prevents small friction from turning into real conflict.

The next piece is Roles. This isn’t a static org chart, it’s a working system that connects people’s current strengths to business needs today, while also pointing to where they’re growing next. It ties short-term execution to long-term development. A six-month review rhythm keeps it relevant and adaptive, making sure the team evolves alongside both the business and each individual’s growth path.

The rest of the pillar is a set of specific behavioral commitments that turn values into actions. These include principles like:

• Communicate early, clearly, and with respect

• Deliver with purpose

• Hire for potential

These aren’t posters on a wall. They’re operational behaviors that show up in decisions, meetings, reviews, and hiring. They make the culture visible and trackable. When you see someone give clear feedback with respect, or bring purpose to routine work, you’re seeing the standards in motion.

Nurture Talent rounds out the pillar. It focuses on growing leaders, clearing roadblocks, and creating stretch without burnout. It ensures that culture doesn’t sit with one person or depend on charisma, it’s built into the structure. That’s how you create a self-sustaining team: one that attracts, develops, and keeps people who align with who you are.