DRYVE Leadership Group

DRYVE Leadership Group Create Accountability. Build Employee Buy-in. Fuel Success.

Core values shouldn’t just be written—they should be designed to be remembered.This Harvard Business Review article emph...
05/29/2026

Core values shouldn’t just be written—they should be designed to be remembered.

This Harvard Business Review article emphasizes creativity, clarity, and even visual design as key to making values stick.

Because if your values aren’t memorable, they won’t influence decisions.

And if they don’t influence decisions, they’re just words.

To read this tool, click the link:https://static1.squarespace.com/static/687fac12e574f058e32c798e/t/69e0f3d8be983162a4463dbc/1776350168283/2023+Harvard+Business+Review+Article.pdf

One of the strongest points from this Harvard Business Review piece is this: generic values don’t stick.Words like “inte...
05/25/2026

One of the strongest points from this Harvard Business Review piece is this: generic values don’t stick.

Words like “integrity” and “accountability” sound right—but they don’t stand out.

Memorable values use language that is specific, distinct, and meaningful to your organization.
If your values sound like everyone else’s, they won’t shape anything.

To read this tool, click the link:https://static1.squarespace.com/static/687fac12e574f058e32c798e/t/69e0f3d8be983162a4463dbc/1776350168283/2023+Harvard+Business+Review+Article.pdf

This article reinforces something we see all the time.Most organizations have too many values.According to this Harvard ...
05/22/2026

This article reinforces something we see all the time.
Most organizations have too many values.

According to this Harvard Business Review article, people can typically only remember about four items in a list—yet many companies have five or more core values.

More isn’t better. Clear is better.
If your team can’t recall your values, they can’t apply them.

To read this tool, click the link:https://static1.squarespace.com/static/687fac12e574f058e32c798e/t/69e0f3d8be983162a4463dbc/1776350168283/2023+Harvard+Business+Review+Article.pdf

05/22/2026

A little encouragement goes a long way ✨

Today, Charis made this week’s DRYVE thank you drop-offs with kringles from Supreme Kringle Bakery and stopped by White Plumbing, Heating & Air and RMMC, CPAs to drop off treats and notes of appreciation.

One of our favorite things about these Fridays is getting to pause and recognize the people behind the work — the teams showing up every day, serving others, solving problems, and helping our community thrive.

Big thanks to Supreme Bakery for helping us spread a little gratitude this week.
If there’s a local business you’d love to celebrate, comment who we should thank next! 👏

A recent article from Harvard Business Review highlights a major issue: most employees can’t even remember their company...
05/18/2026

A recent article from Harvard Business Review highlights a major issue: most employees can’t even remember their company’s core values.

And if people can’t remember them, they won’t live them.

The takeaway? Repetition isn’t the solution—design is. If your values don’t “stick,” it’s likely because they weren’t built to.
To read this tool, click the link:https://static1.squarespace.com/static/687fac12e574f058e32c798e/t/69e0f3d8be983162a4463dbc/1776350168283/2023+Harvard+Business+Review+Article.pdf

Sustaining culture requires more than clear language—it requires consistent leadership.You can say all the right things,...
05/15/2026

Sustaining culture requires more than clear language—it requires consistent leadership.

You can say all the right things, but if your behavior doesn’t reflect your values, people will follow what they see, not what they read.

Culture is still primarily caught. Language simply reinforces it.

When leaders clearly articulate their identity and consistently live it out, culture doesn’t drift as the organization grows—it scales.

Interested in building work place culture, read this month's insight:
https://dlg.coach/insights/culturethatsticks

Strong identity statements are not created—they are discovered.They come from identifying what is already true at your b...
05/11/2026

Strong identity statements are not created—they are discovered.

They come from identifying what is already true at your best. When your team is thriving, what values consistently show up? What purpose drives your work? What future are you genuinely committed to building?

When you discover and articulate those truths, you give your team something they can trust.
And trust is what sustains culture over time.

Click the link to read this insight: https://dlg.coach/insights/culturethatsticks

If you want your culture to stick as you grow, you have to give it clear language.Core values, mission, and vision are n...
05/08/2026

If you want your culture to stick as you grow, you have to give it clear language.

Core values, mission, and vision are not just formalities—they are cultural anchors that help your team stay aligned. Language allows you to communicate what matters most, even as your organization expands.

When culture can no longer be consistently experienced, it must be clearly articulated.
Clarity creates alignment, and alignment sustains culture.

Click the link to read this insight: https://dlg.coach/insights/culturethatsticks

Yesterday, Cohort 1 gathered for Session 5 of The Leadership Journey.One of the most meaningful moments from the session...
05/07/2026

Yesterday, Cohort 1 gathered for Session 5 of The Leadership Journey.

One of the most meaningful moments from the session came from this reflection:

“I've stopped trying to manage everything and direct traffic. I have to let things play out and let people learn. I’m done getting in the way.”

Leadership growth often looks less like gaining control and more like learning trust, awareness, and intentionality. Every session, this cohort continues to show up with honesty, humility, and a willingness to grow—not just for themselves, but for the people they lead.

Grateful to keep walking this journey alongside them.

Culture is primarily caught, not taught.Your team is constantly observing what matters most—not through what’s written, ...
05/05/2026

Culture is primarily caught, not taught.

Your team is constantly observing what matters most—not through what’s written, but through what’s modeled. They’re watching how leaders respond under pressure, what gets celebrated, and what gets tolerated.

That’s what shapes culture.

But as your organization grows, people can’t experience those moments as closely. What was once naturally absorbed now requires intentional communication.

Click the link to read this insight: https://dlg.coach/insights/culturethatsticks

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Springfield, MO
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