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ONS/ONS FoundationLeadership Development Institute

VALUES IDENTIFICATION EXERCISE

Every day, every one of us meets situations that call for thought, decision making and action. Some of these experiences are familiar, some new, some insignificant and some of extreme importance. Psychologists tell us that all our decisions are based on beliefs, attitudes, and the values that we hold – either consciously or unconsciously.

Still, we live in this confusing, complex word. Although, ideally, our choices should be made based on firm values, frequently we are not clear what these values are. Once we know the relative importance of various personal values, it is easier to resolve conflicts such as whether to accept a promotion or change companies.

Readers Digest printed an article entitled “Coping With Stress” that was taken from the book Is It Worth Dying For by Robert S. Eliot and Denis L. Breo. They list seven proven steps to help people cope with stress – the first one is to clarify your values.

This exercise will help give you a sense of purpose, which is essential to any plan for success, especially a personal plan. Clarifying personal values is the essential first step toward a richer, fuller, more productive and satisfying life.

Rethinking values is hard work, but Carl Rogers, who is generally regarded as America’s foremost counselor, made an important observation. “Though the process is sometimes painful, it is usually leads to a more satisfying and more accurate way of seeing our relation to life.”

Someone else once said that speculating on other people’s attitudes and motives is a waste of time and effort, but to search out the reasons for my own is a voyage of discovery!

So let’s begin the voyage.

First, complete “A” – Value Identification/Clarification Second, complete “B” – Value Prioritization Use “C” as your worksheet for A & B Use Values Definition Chart for clarification as needed Send this Values Exercise with your other material

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A Meaningful Investment in YouLeadership Development Institute (LDI) is supported by the ONS Foundation through an unrestricted grant from

GlaxoSmithKline.

A.VALUES IDENTIFICATION/CLARIFICATION

1. In column #1:

Put an H if that value is most important or highly important to you. (You may only select ten values to rate H.)

Put an L if that value is low or only somewhat important to you. Fill in the remainder of the spaces with an M for medium importance.

2. In column #2, assign a numerical value to each of the H’s by answering the following question:

How would you feel if your present satisfaction of this value were greatly reduced?

1 - It would not bother me.2 -3 - Moderately concerned.4 -5 - Devastated!

3. In column #3, again assign a numerical value to each of the H’s by answering the following question:

How would you feel if your present satisfaction of this value were greatly increased?

1 - It would not matter.2 -3 - Happy.4 -5 - Terrific!

4. In column #4, add the two numbers together.

5. In column #5, put a star or a check mark next to the five highest numbers from column #4. Currently, these are your five driving values.



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B.VALUE PRIORITIZATION

Use your five driving values to complete the following exercise, and place a checkmark next to them in column #6. Do not repeat a value - use a different value for each question below.

Question 1:

You have always wanted to go on a cruise (or to Russia or some place special to you). You have been given the opportunity to do that one special thing, but it will cost one of your values. Put a five next to the value you will give up in order to do the one thing you always wanted to do.

Question 2:

You have developed a program to stop child abuse and all the experts agree that your method will educate, retrain, and virtually eliminate offenders, but it will cost you a value. Put a four next to the value you will give up in order to put your program into use.

Question 3:

The person you love the most in the world needs a bone marrow transplant. A perfect donor has been found that would guarantee a successful procedure and a long, healthy life for your loved one. The donor does not want money; they want one of your values. Put a three next to the value you will give up for the one that you love.

Question 4:

Everything is going well for you. You have been in the perfect job just long enough to really understand what a contribution you can make, your relationship is soaring, you have exercised enough the past year to have a really healthy, fit body, and others respect your opinions. You go to the doctor’s office and he tells you that you have some hidden illness and it will cost you a value to save your life. Put a two next to the value you will give up to save your life.

Label the last remaining value as number one.

You have now prioritized your values.

Purpose: These are the five values that, if satisfied, will enable you to get as much from your life as possible. Clear personal values result in a sharper sense of self-identity, more self-assurance, and greater decisiveness. People who do not have a



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value's framework tend to be apathetic, indecisive, and inconsistent. Your decisions are always based on your beliefs, attitudes, and values.



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Name ________________________________________C.

VALUES IDENTIFICATION WORKSHEET

VALUES #1 #2 #3 #4 #5 #61. ACHIEVEMENT (sense of accomplishment,

mastery)

2. ADVANCEMENT (promotion)3. ADVENTURE (new and challenging experiences)4. AFFECTION (love, caring)5. COMPETITIVENESS (winning, taking risks)6. COOPERATION (working well with others,

teamwork)7. CREATIVITY (being imaginative, innovative)8. ECONOMIC SECURITY (steady, adequate

income)9. FAME (being famous, well known)10. FAMILY HAPPINESS 11. FREEDOM (independence, autonomy)12. FRIENDSHIP (close relationships with others)13. HEALTH (being physically and mentally well)14. HELPFULNESS (assisting others, improving

society)15. INNER HARMONY (being at peace with oneself)16. INTEGRITY (honest, sincerity, standing up for

beliefs)17. INVOLVEMENT (participating with others,

belonging)18. LOYALTY (duty, respectfulness, obedience)19. ORDER (tranquility, stability, obedience)20. PERSONAL DEVELOPMENT (use of potential)21. PLEASURE (fun, laughs, leisurely life-style)22. POWER (control, authority, influence over others) 23. RECOGNITION (respect from others, status)24. RELIGION (strong religious beliefs, closeness to

God)25. RESPONSIBILITY (accountable for results)26. SELF-RESPECT (pride, sense of personal

identity)27. WEALTH (making money, getting rich)28. WISDOM (understanding life, discovering

knowledge)



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VALUES DEFINITION CHART

This chart provides definitions and characteristic of each value included in the Values Identification Exercise. The left column is the value column and the right column shows various characteristics of that value. The purpose of this chart is for clarification and definition.

VALUE CHARACTERISTIC

ACHIEVEMENT

Goals and completion points are specific and measurable

Projects are short term Deadlines are challenging but realistic Results are visible and important to

others New skills are learned from the work

experience

ADVANCEMENT

The policy is to promote from within The department or company is growing Openings for promotion are anticipated The organizational structure is steep Promotions are based on merit rather

than seniority or politics

ADVENTURE

New experiences, perhaps with an element of risk, exist

The department is dynamic with frequent changes

“Leading edge” projects are common Work involves contact with a wide

variety of people Work contains lots of surprises

AFFECTION

People socialize after hours Co-workers genuinely care about each

other Work involves frequent interaction with

co-workers Co-workers are friendly, and a strong

sense of teamwork exists Feedback on performance is frequent

and specific



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COMPETITIVENESS

Results are measured frequently and compared with co-workers and/or competitor’s results.

Tight deadlines are typical Bonuses and awards are given for

outstanding performance Promotion is from within and based on

merit An entrepreneurial climate is fostered

by avoidance of bureaucratic policies

COOPERATION

Supervisor plays a coaching role Rewards are based on group results

more than individual results Co-workers frequently help each other Task forces are common Group climate emphasizes teamwork

and concession

CREATIVITY

Projects require creativity Mistakes are tolerated Environmental factors, such as noise

level, are conducive to creativity Co-workers are creative and stimulating Goals and projects are unique and in

new areas

ECONOMIC SECURITY

The company and department are doing well

Layoffs are rare Work projects continue for long periods

of time Pay and benefits are satisfactory and

predictable



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FAME

Job offers opportunity to take on a public role

Company is a leader in development of new products, ideas, procedures, etc.

Company frequently recognizes accomplishment/achievements publicly

Nature of the position depends on involvement in the community

Company encourages presentations/ publications related to the job

FAMILY HAPPINESS

Job does not require too much travel or overtime

Vacation scheduling is flexible Child care is provided Freedom exists to take time off for

family crises or occasions The work climate is relatively stress-

free, i.e., reasonable deadlines, congenial co-workers, etc.

FREEDOM

The job has low structure and allows you to set your own goals

Workers are given responsibility and authority to be autonomous

Resources are adequate to do the job Resources are adequate to do the job Credit and blame are yours alone

FRIENDSHIP

Work pace allows some time for small talk with co-workers

Relationships with manager and co-workers are supportive, not competitive

Company has frequent social events You have lots in common with co-

workers, i.e. interests, values, life-style, etc.



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HEALTH

The work is not a threat to health Time deadlines and pressure are

reasonable Little travel is required Exercise and medical facilities exist Work allows some time outdoors

HELPFULNESS

The nature of the job or the purpose of the company is “to do good”

The purpose of the job is to assist others

Job allows time to respond to others Others are dependent on your results Company encourages outside service

for civic/charitable activities

INNER HARMONY

Little negotiating or resolving of interpersonal conflicts is required

You believe in the basic goals of the company

No conflicts exist between your personal beliefs and those of the company

Working hours are flexible The work strongly satisfies your most

important values

INTEGRITY

The purpose and procedures of the job don’t conflict with your basic beliefs

Success in the job doesn’t require insincerity or dishonesty

Manager and co-workers are straightforward-no games, politics, backdated memos

Workers are allowed to protest if they disagree with company decisions or policies

When people ask for your opinion, they really want it



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INVOLVEMENT

Manager asks opinions of associates – a participatory style

Co-workers get along well together – no jealousies

Co-workers share similar beliefs and values

A strong sense of teamwork and involvement exists

The work itself is absorbing

LOYALTY

Supervisors respect and value their employees

Company values each person’s strengths and ideas

All members of the company are treated fairly and equally

Position fulfills your sense of duty or purpose to a cause or philosophy

Respect for chain of command and decision making in the organization

ORDER

The workflow is predictable – long-term projects or highly repetitive tasks are common

The general ambience of the workplace is peaceful and quiet

The organization is stable – infrequent organizational changes

Goals, rules, and procedures are clear The organization is more bureaucratic

than entrepreneurial

PERSONAL DEVELOPMENT

Professional growth and development days are offered

Opportunity exists to advance based on acquisition of new skills or education

Company supports continued education Compensation/financial remuneration

offered to advance skills Evaluation and feedback offered

constructively



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PLEASURE

There is a good chemistry among your manager, co-workers, and you

The work itself is fun The company has a liberal

vacation/holiday schedule Laughter is common in the office Deadlines can be achieved without last-

minute panic

POWER

The position itself has power The position has access to others in

power Department/Job is critical to

organization’s success Associates/Key people respect you,

allow you to have influence The job controls resources needed by

others

RECOGNITION

Results are seen and acknowledged by those with higher authority

A formal recognition program exists, i.e. merit pay, bonuses, rewards

Managers give frequent feedback Status review meetings are frequent Good benefits are provided – parking

place, rug, nice office, good title, window, etc.

RELIGION

Religious activities are permitted during free time at work

Co-workers share your religious beliefs Time off is allowed for religious holidays Different religious beliefs are tolerated The work itself does not conflict with

religious beliefs



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RESPONSIBILITY

Job does not require team effort to complete successfully

Opportunities available to assume a leadership role

Promotion based on ability to successfully manage and complete assignments/projects

Self-evaluation and peer-evaluation used to critique performance

Autonomous and accountable for results

SELF-RESPECT

The job fits your image of yourself It is respectable company, title, and job Manager treats you like a person Job does not force compromises of

basic values or beliefs Manager frequently asks your opinion

WEALTH

Stock options exist It is OK to manage your own business

after work Bonuses, commissions, and profit

sharing are generous Financial rewards vary significantly

depending on your results The job develops skills to start your

own business

WISDOM

Time/resources provided to discover truths

Basic research is encouraged and rewarded

Frequent opportunities exist to confront new situations

Frequent interaction with wise and stimulating co-workers exist

Expert power is more important than position power

(rev. 8/24/04, 8/22/05)



GlaxoSmithKline.

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