Building a Compass: Why Vision Alone Isn’t Enough for a New Team

When starting a new company, everyone is excited about the vision — the problems you’ll solve, the markets you’ll disrupt, the difference you’ll make. Vision is crucial; it sets the destination. But vision alone rarely brings a team together in a meaningful, lasting way. To truly align people, you need more than just shared goals. You will need shared principles.

From day one, a team’s first joint exercise shouldn’t be about projects or strategy — it should be about establishing the core principles that will guide how the team works together. These fundamental principles, created collectively, will act as a compass through rough seas, guiding every decision and keeping the team on course when challenges arise.

But beyond that, these principles will cultivate an environment where both current and future team members can join and feel a sense of belonging. They create a sense of identity that goes beyond just working together — an identity that people want to be part of, a culture that invites engagement, loyalty, and commitment.

Vision Alone Isn’t Enough

A company’s vision is vital — it sets the overarching goal, the North Star that everyone is striving toward. But in the early days, when the team is small and roles are still fluid, the vision alone can sometimes feel too abstract. It might answer the what and why of the company’s existence, but it rarely addresses the how.

This is where fundamental principles come in. While vision gives the company direction, working principles define how the team will navigate the journey together. Principles like transparency, respect, freedom of speech, and accountability create a shared understanding of how team members will collaborate and make decisions.

A Collective Effort for Ownership

The key to building these principles is collaboration. Instead of being dictated from the top down, they should be the result of a joint effort by the entire team. This exercise of co-creating principles fosters ownership and buy-in from everyone involved. It’s not just about setting guidelines; it’s about creating a shared culture that everyone has a stake in.

When people feel they’ve had a hand in shaping the environment they work in, they are more likely to uphold these principles, both in good times and during challenges. The principles become more than just words on a wall — they become ingrained in the company’s DNA.

Examples of Key Principles

So, what kind of principles can a team establish? Here are a few examples that could serve as the foundation for any team:

• Transparency: Information flows openly within the team, allowing everyone to understand decisions, challenges, and successes.
• Respect: Team members are treated with respect, regardless of their role or level of experience.
• Accountability: Each person takes ownership of their responsibilities and is accountable to the team.
• Freedom of Speech: Everyone is encouraged to speak their mind, share ideas, and constructively challenge the status quo.

These principles don’t need to be rigid; they can evolve over time as the company grows and faces new challenges. The important thing is that they provide a foundation for the team to build on, a set of shared values that everyone agrees on.

A Compass for Rough Seas

Think of these principles as a compass — a guiding tool that helps steer the team in the right direction, even when things get tough. Every startup or new company will face challenges, whether it’s a financial setback, a product failure, or an internal team conflict. It’s in these moments that strong principles show their true value.

When tough decisions need to be made, the principles the team has set act as a north star, helping to maintain integrity, focus, and unity. Rather than reacting impulsively, a team with strong principles will approach challenges with a shared mindset and clear expectations.

Cultivating Identity and Belonging

Perhaps one of the most powerful outcomes of setting fundamental principles is the sense of identity they create. These principles are not just rules for how the team works — they help shape the very culture of the company. They create an environment where team members feel like they are part of something bigger than just day-to-day tasks.

This identity extends beyond the current team — it’s something future team members will also join and contribute to. It becomes an actual benefit of working at the company, where people feel a sense of belonging, knowing they are not just doing a job but becoming part of a community that shares their values.

Long-Term Impact on Company Culture

By establishing working principles early on, companies set the stage for long-term success. Teams that are aligned on values work more efficiently, communicate more openly, and handle conflict better. A strong set of principles creates a cohesive, resilient team that is better prepared to weather the challenges that inevitably come with growth.

On the other hand, companies that skip this step often struggle with alignment and decision-making down the road. Without a shared set of values, teams can fall into miscommunication, siloed thinking, and conflicting priorities.

What’s Your Team’s Compass?

So, what is the compass that will guide your team through the highs and lows of building a company? Establishing fundamental principles early on isn’t just a nice-to-have — it’s essential for creating a cohesive, resilient team that works not just toward a common goal but with a common mindset. The team’s principles will not only guide their decisions but will help shape a culture of belonging, trust, and purpose.

What principles will your team create together?