We have yet to formally write it down, but if you asked me to talk about our core values I could. Part of the reason why I haven’t pushed for us to write it down is that I want it to be an open dialog with our early hires, and make sure it’s not just reflective of my cofounder and myself. I’m confident our early team members will contribute diverse thought that will result in a much better expression of what we seek to be and achieve.
As for fluffy core values and mission statements- I think what you’re describing is the symptom of when a company defines what they “want” their core value and mission to be, as opposed to what they actually are. I think what makes it fluffy is when employees look at it and sorta have to squint to believe the content. At the end of the day, it’s the actions of the people that are the true defining fact of the mission and values. That’s not to say that mission statements can’t be aspirational, but they need to be grounded in reality.
If I may, what prompted you to ask the question?
https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0...
when it comes to "mission statements", "alignment" and similar things. Briefly, Collins says if you are for real and walking the walk, you will be aligned. If you are bogus, you won't be aligned and you can't paint alignment on.
We are trying to hire our first full time employee and it's been challenging for me personally to fully go by our gut feeling when it comes to the culture fit aspect. We don't want to be limited by the biases of the founders. It led me to think about what truly defines us at this stage of the company. Any thoughts on getting clarity about this?
I agree to your point that the true core values will be defined as the company grows.