[@mention:577633875651499938] Great topic!
We used to follow a principle, that you cannot just state what values you want, because they are in people who are working in a company. So we had whole day onsite workshop to discover and agree on company wide values according to Barrets approach.
As a former CEO I felt tensions about this approach, as I find it necessary to distinguish between personal, teams and organizations values.
Orgs. values I believe are part of business model. The way we want to appear to our customers as we find it necessary to achieve our purpose. With that in mind, I think company`s values can be strategies in Holacracy.
IMO resitance might come from the inside of people, beacause you try to set personal/teams values which cannot be set. If you want to setup org. values, then I would suggest a strategy proces/meeting where you get input.
What values are trying to guard as a values guardian (personal, teams, orgs)?