This highlight video is from February 13, 2026 session From Values to Behavior: Navigating Superheroes and Saboteurs

Session Focus: Angie Zeigler will build on the foundation of the Chicago keynote to explore in greater depth why values often fail to translate into behavior. She will lead a peer discussion on identifying the cultural forces that quietly accelerate or undermine performance.

For talent leaders, the biggest culture risk isn’t unclear values—it’s the widening gap between the values on the wall and the behaviors employees experience every day.

In this follow-up live discussion, Angie Zeigler, head of culture practice with LAK Group, builds on the Human Synergistics keynote to explore why well-intentioned values initiatives stall—and what actually drives culture change at scale. Drawing on decades of research and real organizational data, Angie shares practical stories of how organizations that prioritize and reward specific, constructive behaviors are significantly more successful in closing the engagement gap.

This discussion is designed for leaders who want to move beyond culture statements and into the real work of aligning values, behaviors, and results.

Human Synergistics' research makes visible what most leaders sense—but struggle to diagnose.

What this data reveals is uncomfortable—but actionable.
Most organizations believe they are values-driven, yet fewer than a quarter consistently experience those values in daily work. That gap isn’t cultural “noise”—it’s a performance signal.

In this discussion, leaders will examine how everyday behaviors, systems, and incentives quietly reinforce—or undermine—the culture they say they want, and where small, targeted shifts can create outsized impact.

Who Should Join
This discussion is designed for leaders responsible for shaping culture, performance, and behavior at scale—across HR, talent, learning, and the business. If you’re wrestling with gaps between stated values and what actually gets rewarded, or trying to understand which behaviors accelerate performance—and which quietly undermine it—you’ll be in good company.

How This Works
Each discussion runs for 50 minutes and blends a short framing insight with open, peer-driven exchange.
There are no slides to sit through and no pitches—just focused conversation designed to surface what’s working, what’s not, and what leaders are trying next as culture and performance collide in real organizations.