Ever wonder why some people seem to make decisions with such clarity and confidence? Or why certain organizations just feel different when you interact with them? The secret often lies in something surprisingly simple: they know their core values.
As coaches, we talk about values all the time. But here's the thing: most people have never actually gone through a proper process to identify what their core values really are. They might throw around words like "integrity" or "family," but when push comes to shove, they're not sure what those values actually mean in practice.
That's where the Core Value Process comes in. It's a structured approach to identifying, defining, and implementing the fundamental beliefs that should guide decision-making, whether for individuals or organizations.
Why Core Values Actually Matter
Before we dive into the process, let's get real about why this matters. Core values aren't just feel-good words you put on a website or vision board. They're your internal GPS system.
Think about it: every day, you're faced with countless decisions. Some are small (what to have for lunch), others are massive (should I take this job offer?). When you have clearly defined core values, these decisions become easier because you have a framework to evaluate your choices against.
Values also create alignment between what you say and what you do. Nothing kills credibility faster than talking about "work-life balance" while responding to emails at midnight every night. When your actions align with your stated values, you build trust: with yourself and others.
For organizations, core values serve as cultural DNA. They help employees understand not just what to do, but how to do it. They become the tie-breaker when faced with tough decisions and the foundation for building a cohesive team culture.
The Core Value Process: Step by Step
Step 1: Create the Right Environment
This isn't something you do during commercial breaks. The Core Value Process requires focused attention and honest self-reflection. Set aside dedicated time: at least a few hours: in a space where you won't be interrupted.
Clear your mind of distractions. Put the phone away. This is inner work, and it deserves your full attention.
Step 2: Assess Your Current State
Start by looking at what's already there. Whether you're working with an individual client or an organization, everyone operates by some set of values: they just might not be conscious or intentional about them.
Ask yourself or your client:
- What values do I/we currently live by?
- What guides my decision-making when things get tough?
- What behaviors do I consistently demonstrate?
- Who are my role models, and what makes them special to me?
This assessment phase is crucial because it reveals the gap between stated values and lived values. Sometimes people think they value "adventure" but realize they actually make most decisions based on "security."
Step 3: Brainstorm and Explore
Now comes the fun part: exploration. This is where you cast a wide net and consider all possibilities. Don't edit yourself here; just let ideas flow.
Some questions to spark the brainstorming:
- What makes me feel most alive and energized?
- What am I naturally drawn to?
- What behaviors do I most admire in others?
- When have I felt most proud of my actions?
- What would I want people to say about me or my organization?
Write down everything that resonates. Don't worry about overlap or having too many options at this stage.
Step 4: Narrow Down and Prioritize
Here's where things get tough. You need to narrow your list down to 4-7 core values maximum. Why the limit? Because if everything is a priority, nothing is a priority.
This is where the real work happens. You'll need to make difficult decisions about what matters most. Look for values that:
- Show up consistently across different areas of your life
- Feel non-negotiable to you
- Differentiate you from others
- You're willing to make sacrifices to honor
Step 5: Define What They Actually Mean
This step is where most people drop the ball. Having a value called "integrity" doesn't mean anything if you can't explain what integrity looks like in practice.
For each core value, write out:
- A clear definition in your own words
- Specific behaviors that demonstrate this value
- What it looks like when this value is violated
- Real-life examples of this value in action
For example, instead of just "collaboration," you might define it as "actively seeking input from others, sharing credit for successes, and prioritizing team goals over individual recognition."
Step 6: Test and Refine
Don't rush to finalize your values. Let them sit for a few weeks. Test them against recent decisions you've made. Do they accurately reflect who you are? Do they guide you toward the person or organization you want to become?
This testing phase often reveals values that sound good on paper but don't actually resonate in practice.
Key Principles for Effective Core Values
They Should Guide and Ground You
Core values aren't decorative. They should serve as your North Star during difficult decisions. If a value doesn't help you navigate challenging situations, it's probably not a core value.
They Should Represent You at Your Best
Core values should be both realistic and aspirational. They should reflect who you are when you're operating at your highest level, while still being achievable day-to-day.
They Should Set You Apart
Generic values like "excellence" or "quality" don't add much value because everyone claims them. Look for values that create something distinctive about how you or your organization operates.
They Must Be Explicitly Defined
Vague values are useless values. Every core value needs a clear, specific definition that everyone can understand and apply.
Implementation: Where the Rubber Meets the Road
Identifying your core values is just the beginning. The real work happens in implementation.
Start by communicating your values clearly. If you're working with an organization, this means more than just posting them on the wall. Tell stories that bring the values to life. Share examples of the values in action.
Build your values into daily operations. Use them as criteria for hiring decisions. Reference them during performance reviews. Make them part of your goal-setting process.
Most importantly, model the values consistently. Leadership by example isn't optional: it's what makes or breaks the integrity of your core values. If leaders can't live the values every day, they become aspirational poster art instead of genuine cultural DNA.
Final Thoughts
The Core Value Process isn't a one-and-done exercise. Values can evolve as you grow and change. The key is being intentional about that evolution rather than letting it happen by accident.
Whether you're using this process for yourself or guiding a client through it, remember that the goal isn't perfection: it's clarity. When you're clear about what matters most, decisions become easier, relationships become stronger, and life becomes more aligned with who you truly are.
That's the real power of knowing your core values: they don't just tell you what to do, they remind you who you are.
