Abstract Researchers and practitioners largely agree that values form the cornerstone of behaviour of people not only in societies but also in teams, groups and organizations. Recent fall of some of the large corporates which failed to articulate and reinforce the corporate values and ethics, emphasize the need for identifying and reinforcing values and ethics in companies beyond doubt. The benefits of managing values and ethics at workplace are many and it can help leaders and managers immensely not only to communicate but also to control disruptive behaviors at work. This is more today when many companies are recruiting people with diverse background and on a global scale. If articulated and communicated well, the core values of a company acts as a powerful induction tool for new recruits which can help them to be more successful in their career. In the context of organizations, values represent enduring beliefs that we hold and therefore influence our actions, attitudes, choices and decisions. They represent our collective sense of what is good for the company, its employees, Shareholders and society. Ethics refers to application of right values in our personal life as well as work life. While it is easy to define values and ethics, it is extremely difficult to identify the core values and reinforce them in a "proper way" in organizational context. While shortcut methods such as identification through a board meeting are available, and the fact that such methods also work if implemented with an "iron hand", from change management point of view, getting voluntary "buy in" from all stakeholders is not easy. This paper explains the process adopted by ADCO to tackle this issue and sumamrises the lessons learned from the real life project namely articulation and reinforcement of core values of ADCO