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How These Core Values Could 039 Ve Prevented Bachelor In Paradise Collapse

How These Core Values Could’ve Prevented Bachelor in Paradise Collapse

Monday, June 12th, 2017

The Bachelor Core Values


ABC’s hit show, The Bachelor, has been filming it’s fourth season of the popular spin-off, Bachelor in Paradise.  Recently, Warner Bros. was notified of a show producer filing a complaint of misconduct.  The allegations of misconduct on the set led to this producer feeling uncomfortable.   TMZ reported the field producer was uncomfortable allowing a drunk contestant to continue an advancement with her male counterpart, but was told to allow the behavior to go on.

Are you shocked?  I’m not.  I’ve watched the show off and on and have seen this progression of boundary pushing “reality” TV program go too far.  It has been clear to me the rules of this show have progressed to the more extreme the behavior, the better.  Very few moments on the show are without alcoholic beverages in everyone’s hand.  There is a culture here.  A culture of pushing shocking moments to capture drama and viewer engagement.

There is bound to be direct crossover between the show’s creative direction and the employee engagement.  It was only a matter of time before claims of misconduct were reported, either by the cast or the staff.

By not having boundaries in place, an organization will be bound to the direction of the latest storm.  Here are four reasons every organization (including TV shows) need to instill core values:


A great company will make their employees the best version of themselves.  I was once interviewing a founding member of a fantastic tech company, Infusionsoft, who boasts of some of the best company culture you can build.  When talking about why and how their culture is so much different than anywhere else, the answer didn’t surprise me.  He insisted the company culture became what it is today because the CEO and Founder, Clate Mask, “helped make every employee the BEST version of themselves.”   When we as individuals feel like the leadership wants the best for us, we in turn will want the best for our leadership.


One of the most telling signs of employee success is their confidence to get their work done.  When an employee has self-doubt about what is expected, what is desired, it will lead to a lack of trust.  If employees know their hard work, even if done wrong, is not left with pointing fingers, rather support, they will work harder.

Great example of this is a Phoenix tech company, WebPT.  One of their core values is Accountability: F Up; Own Up.  Here’s its description, “We’re humans, not robots—which means mistakes are bound to happen. What will not happen is passing bucks, pointing fingers, or covering our you-know-whats.”



Core values surround the importance of celebrating the employee’s identity rather than forcing them to take on organizational identity leads to great employee retention.  In a recent study by Dan Cable, Francesca Gino, and Bradley Staats found that socialization with new employees leads to more effective employment relationships.  When companies emphasize newcomers’ authentic best selves, versus an organizational identity, it contributes to greater customer satisfaction and employee retention after six months.



Core values are part of your corporate identity. Together with your purpose (your ‘why’), your competencies (‘how’) and  brand promise they form the core of your organisation. You can see them as the rules that guide you and your team to reach the company’s goals and eventually your BHAG®.  A set of rules to reach your goal will become part of the playbook everyone can hold onto.



“If you’re not willing to accept the pain real values incur, don’t bother going to the trouble of formulating a values statement. You’ll be better off without one.”

Patrick M. Lencioni