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About values and value profiling

Personal values
Values are mental constructs about the relative worth or importance of people, concepts or things. They are internal and we use them every day, often on a subconscious level, to shape our decision making.

Our values are our lifestyle preferences that we prioritise – things that are important to us and that we will continually place above other things. Values provide us with our sense of meaning, motivation and fulfilment.

Values help us to understand others, what motivates them and might cause them to act as they do.

Organisation values
These are shared constructs about the relative worth or importance of people, concepts or things in the organisation. They underpin the organisation’s identity. They indicate what it stands for. Values come to life in what people in the organisation, especially its leaders, say and do and what they reward.

Organisational values may be explicit, directly linked to vision, business objectives and performance expectations/competencies. They may also be in the informal collective beliefs people hold about the organisation, showed by their behaviour, often described as ‘organisation culture’.

When shared organisation values align with personal values and are lived in practice, engagement, motivation, trust and collaborative effort increase.

About values profiling
Values have always been central to how people interact with one another and the outside world but it has only been in the relatively recent past that ways to work consciously with values have been developed.

Our understanding of values owes a great deal to the work of Paulo Freire, Ivan Illich and Eric Fromm. In the 1970s, Paulo and his colleagues became interested in the power of energy-laden language to motivate people to tackle new challenges.

This work on language was picked up by Brian Hall, who in the 1980s with Benjamin Tonna, developed the Hall-Tonna Inventory of Human Values. The inventory contained 125 distinct terms with specific and separate meanings that described the things that motivated people to act.

Paul Chippendale and Clare Collins developed the Minessence Values Inventory (or AVI) from the work of Hall and Tonna, to support the delivery of the vision for Minessence – to make a substantial positive contribution to the creation of a society where people can live meaningful, fulfilling lives. www.minessence.net

About our values profiling tool

Engaging Values is part of a close network of AVI practitioners in the UK licensed by Jackie Le Fevre, www.magmaeffect.com.

In addition to other tools and questionnaires, Engaging Values can provide you with a range of AVI-enabled products and services for individuals, teams and organisations.
  • Values profiling – for individuals
    This will enable you to understand your priority values. By identifying where you focus your energy currently and where you would like to focus next, you will be able to make more conscious choices about what you do and how you do it, now and in the future
  • Values profiling – for teams
    This will enable you understand your priority values and those of others. By identifying what matters most to each team member, you will be able to understand individual differences and create shared purpose and ways of working – within teams, across teams and with partners
  • Values profiling – for organisations
    This will enable leaders, managers and colleagues to understand their priority values and their impact on how they work with others. The tool can be used in recruitment, talent management and career development to help current staff or applicants understand how their values align with those of the organisation, role or future choices. In addition we can identify the values prioritised in your corporate or leadership communications using Valscan, helping you ensure the messages about what matters most in relation to your organisation are coming through loud and clear.
Contact us for further information about values profiling.