For my fabulous conference attendees (from various conferences, you know who you are!) … here is an initial primer on working with your values list.

You can find lists and lists of “values” by searching for values. Most sound fabulous. Try choosing ones that really resonate with you, not just ones that others find appealing or that you think would be nice to have. In-other-words, consider writing a list of values for how you currently prioritize your life and comparing that to a list of values you perhaps wish you had.

My Current List

Rank-ordering values has always helped me, when needing to make a choice between a particular project, for example. In my case, my current list is as follows:

1. Faith
2. Freedom/Independence
3. Family
4. Empathy/Connection
5. Consensus building / conflict mediation
6. Competence / Reliability
7. Brilliance (body, mind, spirit)
8. Optimism
9. Authenticity
10. Growth/Rejuvenation/Life

This list can help me when I am trying to choose if I want to take on a contract, for example, that may impact my ability to spend time with my family. Does this particular job align with my values? Will doing it lead me to negatively impact my independence or family? Does it allow me to grow my empathy and connection to animals and humans?

This list is not static, however. My values have shifted over time. Family, for example, has taken on new significance after I became a mother and after my parents moved out to live closer to their grandchildren.

The problem with value lists is that it is all too easy for companies (and people) to write a list that sounds great, and not really believe in them. This article from the Harvard Business Review does a great job outlining the problem with value statements that are hollow and four types of values:

1. Core Values
2. Aspirational Values
3. Permission-to-play Values
4. Accidental Values

• Core values guide all actions for a company. They are to be upheld at all costs.
• Aspirational values are those that are needed for success but are currently lacking.
• Permission-to-play values are those that do not change that much across the industry but are considered base minimum values. One example might be that an animal welfare organization’s value of “compassion to animals” might be a “given” in the industry. In the article, integrity is demonstrated to be an example of this type of value. Unless the company does something to specifically hone this one value out, it is assumed to be a permission-to-play value.
• Accidental values may arise without knowing it in an organization over time and need to be distinguished from core values. This can happen in people too. We become so “used to” a certain way of life that we raise its importance to a value.