If you’re like most pediatric practice owners or managers, core values probably sit somewhere near the bottom of your to-do list. It sounds like one of those “someday” projects—something that would be nice to have, but not as pressing as your day-to-day challenges.

I get it. I used to feel the same way.

But I’m here to tell you: core values are not optional. They are a must-have if you want to reduce turnover, boost team morale, and create a practice that thrives.

Why Core Values Matter More Than You Think

Let’s start with a misconception: that core values are just fluffy words like “integrity,” “honesty,” or “excellence” painted on a breakroom wall.

That’s not what we’re talking about here.

When done right, core values define how your team interacts, how decisions are made, how conflict is resolved, and what kind of behavior is celebrated. They give your team a shared identity—and that identity is what turns a group of individuals into a strong, united team.

 

My Core Values Wake-Up Call

About a year ago, I attended a Pediatric CEO Intensive. There was a lot of talk about core values, and I’ll admit—I was skeptical.

But I went home, sat down with my leadership team, and said, “Let’s figure out who we are and what we stand for.”

What came out of that conversation was surprising. We didn’t just come up with a list of traits—we created a lens through which we now evaluate everything we do. From performance reviews to hiring decisions to the way we interact with patients, our core values are at the center of it.

 

5 Ways Core Values Help Your Practice

1. They Improve Performance Reviews

You probably already evaluate team members based on outcomes: Are they doing the job well?

But what about how they’re doing it?

Core values give you a framework for evaluating behavior, not just results. If someone is great at billing but consistently rude to teammates or dismissive with families, they may not align with your practice’s values—and that matters.

2. They Make Recognition More Meaningful

When a team member does something great, tie your praise to a value.

Instead of just saying “Nice job,” say:

“You did a fantastic job solving that patient issue—and you showed real teamwork by involving others. That’s exactly what we mean when we talk about collaboration.”

That kind of recognition reinforces positive behavior and helps everyone see what your values look like in action.

3. They Strengthen Constructive Feedback

Tough conversations are easier (and more effective) when you anchor them in shared values.

Instead of saying, “You need to do better,” you can say:

“I know you’re trying to solve this billing issue, but one of our core values is patient-centered care. Let’s think about how this interaction might have been perceived from the family’s perspective.”

Values create a common ground for growth.

4. They Guide Your Hiring Process

Ever interviewed someone who looked perfect on paper but just didn’t feel like the right fit?

That’s often a values mismatch.

Once you define your core values, you can screen candidates for culture—not just competence. And that leads to better hires who stay longer and contribute more meaningfully to your team.

5. They Improve Retention

Turnover is expensive. Hiring and training new staff takes time, money, and energy.

But when your team feels like they belong—when they know what your practice stands for and feel aligned with those values—they’re far more likely to stay.

Core values create a sense of purpose and community. Your team stops thinking, “This is just my job,” and starts thinking, “This is my place.”

 

Your Practice Culture Already Exists—Now Define It

Here’s the thing: you already have a culture in your office. The question is—have you defined it?

By putting words to your core values, you take control of your culture. You create alignment, clarity, and connection. And you give your team something to rally around.

So if core values have been sitting on your “maybe someday” list, I encourage you to move them up. You don’t need a retreat or a consultant to get started—just gather your leadership team and ask:

“What do we want to be known for?”
“What behaviors do we celebrate?”
“What kind of teammate do we want on this team?”

You might be surprised by how powerful that conversation can be.

Thanks for joining me for this Coffee Break. As always, I’d love to hear what’s on your mind. If you have a topic you’d like me to cover in a future video, don’t hesitate to reach out.

Get in contact with me here