What does it really mean to live your organization’s values?

For many organizations, values are clearly written, prominently displayed, and widely communicated. Yet, as highlighted in this session:

Only 23% of employees strongly agree they can apply their organization’s values in their daily work.

That gap reveals a critical leadership challenge. Values cannot simply be posted. They must be practiced, reinforced, and experienced.

At CASBO Con, Diana Valdez, Vice President of Retirement Planning & Administration at SchoolsFirst Plan Administration, LLC, shared how leaders can move beyond words on a wall and embed values into everyday actions, decisions, and relationships.

From Stated Values to Lived Experience

At SchoolsFirst, values are not treated as static statements. They are operationalized through a clear and memorable framework: SERVE.

• Serve our Members and team.
• Empower ourselves and others.
• Respect Credit Union culture and philosophies.
• Value our resources.
• Embrace honesty and integrity.

This framework creates a shared language that guides behavior across the organization.

The real shift happens when values are consistently demonstrated. Culture is defined by how people feel when they interact with your organization. Values come to life through those daily interactions, not through posters or presentations.

Leadership in Action: Making Values Visible

Valdez emphasized that bringing values to life requires intentional leadership practices. At SchoolsFirst FCU, leaders are expected to model and reinforce values through five core behaviors:

• Lead with heart.
• Model the way.
• Inspire a shared vision.
• Challenge the process.
• Grow together.

These behaviors show up in everyday moments. Coaching conversations, collaboration, and peer-to-peer support all become opportunities to reinforce values in action. There is an expectation that everyone participates, creating a culture where values are visible and practiced consistently.

Building Systems That Sustain Culture

Values-driven culture does not happen by chance. It is supported by intentional systems and structures.

SchoolsFirst FCU’s leadership development approach includes:

• Management Essentials programs
• Development coaches
• CliftonStrengths integration
• Peer-to-peer connections

These elements reinforce behaviors, create accountability, and support ongoing growth. They also extend beyond internal teams through workshops and engagement with school districts across California.

Practical Strategies for School Leaders

Start with quick wins:

• Recognize when employees demonstrate values.
• Ask reflection questions in one-on-one meetings.

“How do you see our values showing up in your work right now?”

Build deeper commitment:

• Create peer learning cohorts.
• Share challenges and best practices.
• Connect values to real decisions and outcomes.

These strategies are practical and adaptable for school districts of any size.

Why This Matters Now

Organizational culture directly impacts engagement, effectiveness, and outcomes. For school leaders, values provide clarity in complex environments.

But clarity alone is not enough.

Leaders must ensure values are consistently modeled, reinforced, and experienced across teams.

A Leadership Perspective: Keeping the Focus on What Matters Most

Dan Rearick, Senior Vice President of Wealth Management at Schools First Plan Administration, reinforced a guiding principle: start with the Member and end with the Member.

For Rearick, this is more than a tagline. It is a discipline that shapes every conversation and decision. He shared an early career moment when a strong, data-driven presentation fell short because it did not clearly connect to member impact. That feedback became a lasting guide.

“It’s not about the number. It’s about the Member. And if it is a number, it’s how it benefits the Member.”

This perspective captures what it means to lead beyond the poster. Values are not demonstrated through metrics alone, but through consistently connecting work to the people served. Rearick emphasized that building this culture takes time, consistency, and shared accountability.

For school leaders, the message is clear. Every decision should connect back to impact on students, staff, and the community. When that focus remains consistent, values become more than statements. They become the foundation for meaningful, mission-driven work.

About the Author

Diana Valdez is Vice President of Retirement Planning & Administration at SchoolsFirst Plan Administration. She began her career at SchoolsFirst in 2005 and brings more than 20 years of experience in the financial services industry. Diana holds a degree in Sociology from California State University, Fullerton, and certifications from Harvard Business School’s Organizational Leadership program, the Institute of Organizational Coaching, and the Project Management Institute. She has demonstrated a strong commitment to member service and leadership throughout her career and currently leads the Retirement Planning and Administration team within the Wealth Management division.

SchoolsFirst Plan Administration has been administering retirement plans for school employees and providing comprehensive, flexible third-party administration services exclusively to California school districts since 1982. The organization partners with more than 350 school districts, including 10 County Offices of Education, and administers a range of plans including pre- and post-tax 403(b), 457(b), 401(a), and 3121 FICA Alternative Plans. SchoolsFirst Federal Credit Union is a not-for-profit, member-owned financial cooperative that has served school employees and their families since 1934.