Ethos Community

Investigating my values and how they influence my work.

I went through a process with my mentor to assess my values (personal and professional) and align them to my work, or at least see if they aligned. It was about ‘finding me in my work’.  It was about accepting who I am and having these values to guide my practice so I can arrive at the destination as me!

 I recognise that these values would have been completely different 20 years ago. I am now at a place and time in my life both professionally and personally that I no longer have to feel that I need to prove myself to anyone. I am not building a work reputation (does this sound big headed??). I know who I am, what I can do, and how I do things.

 The process saw me list all the values that I thought were important (24 in all). Then I looked at the values of CORE Education and aligned all my values to CORE’s values. From here, to whittle it down to 8, I really had to focus on the values that were non-negotiable for me and break them down to two values for each of CORE’s. This process made me think hard about what I really did value.  Below is the final list and I do not feel I could have added or taken away anything from this.



Family for me is not a value it is the keystone.

First number: see Values Coaching Wheel below

Second number denotes the rating from 1-8


10/1 Fairness: I have always been  a great believer in fairness. Not to bully or pick on the underdog or those that are not as competent in areas as others are. I have a real sense of wanting to fight for these people.


9/3  Achievement: Having a sense of achievement for myself and others is really important. This is sometimes just in the journey.

Manaakitanga: the concept of caring, supporting, scaffolding, leading;

9/2  Humour: If you're happy then all is well.


8/6  Focus: On what’s on top. Dealing with the immediate to realise the future (vision).

Wairuatanga: the concept of wellness - spiritually, physically, emotionally and intellectually;

9/4  Responsibility:  Having a sense of responsibility to the people that you are working for, and with.


8/7  Acceptance: Accepting people for who they are. Not trying to get them to do it your way. If I have a problem with them, then it is my problem not theirs.

Whanaungatanga: the concept that says everyone has a place, in CORE, in NZ, that relationships are key to the future and are nurtured and grown.  That strength comes from relationships;

8/8  Humility: Not to get ahead of yourself or bigger than yourself


9/5  Patience: To be able to realise the above values, then patience is essential.

Kaitiakitanga: a responsibility to sustain and protect ourselves, our company, our country, our people and their cultures.

After identifying my 8 non-negotiable values, my coach encouraged me to make them into a visual so that I can see at a glance what they are, and how highly I rate them. We also worked together to develop my values into a ‘values statement’, which meant I needed to consider what my values actually ‘look and feel’ like in my personal and professional life.

Values statement

In my personal and professional life, I accept who I am so that I can support other people to get to where they want to go, as themselves.

So What!??

Just having a set of values as a guide is not enough, you have to work at them! If you are serious about having values you have to base your thoughts and actions around them. Sometimes this means you stop and think before you react. By this I mean, using those transformational realisations of how I do things now, and using values to inform decisions as event occur. This is the difficult part. It’s about being who you are now and not just going back to your default mode or your ‘factory settings’.

So what does this mean for me

I am comfortable with who I am, which gives me the confidence to listen and react in a way that helps others feel ‘heard’, and that keeps the focus on the other person. I am able to help them use their story to move them forward, rather than using my story to move them forward. This way they make their own decision based on their story and prior knowledge. In turn, I find this supports people to get to where they need to be, taking their journey, and arriving as themselves.

In other words, it’s more about the people and accepting who they are without judgement, and me supporting others to be how and who they are. In part, it comes with accepting who you are and not putting that on other people.

Where can I use express these values?

 My coach and I then looked at the values statement along with the associated skills and experience I have, and identified a range of roles that could align with them. These included:


  • Coaching and mentoring (youth; business)
  • Facilitation
  • Any role where you need to have ‘important conversations’
  • Counselling
  • Mediation
  • Working with someone towards something (goal / vision - where they need to be): consultancy; project management
  • Training (organisation / school) - communication; teams working together; working with a group of people.
  • Supporting an organisation to develop a culture of coaching


Identifying the roles means that I was able to see any that weren’t aligning with my values, as well as seeing where I might, potentially, want to develop next.

Where to next with values

Now that I understand my values and have really sat down and thought about them I can start to use these in guiding my thoughts and actions going forward. I will be able to take the time when working with people to stop and think about how I react, provide advice, listen, delegate, question or direct. To be constantly aware of this thought process will mean I can get to a stage where I do this naturally.  From here I will be setting small goals when working with others that I can reflect on after to guide me in realising my values journey.

Views: 228

Add a Comment

You need to be a member of Ethos Community to add comments!

Join Ethos Community

Comment by Sarah Whiting on January 10, 2018 at 11:05

Kia ora Rick,

I love the insight this process are provided you with and the transparency with which you have shared it. Thank you. Definitely a process that can be used by different people in different context and at different stages. I agree too that is is something that needs revisiting and effort putting into to ensure it comes to life and reflects the moment you are in at present.

Ngā mihi


Comment by Paul Keown on November 15, 2017 at 14:27

Hi Hazel and Rick,

It is good to hear you are doing this work with Core and individuals Hazel. You will do it well!

I have been furiously busy of the past few months mainly on musical things but also on our main "job" here in Golden Bay - looking after a 97-year-old, and a 10 Ha property ( mostly bush covered luckily) but also with larger than average, lawns, gardens, orchard etc! So, unfortunately, I have not been able to do much in this space recently.

It would be good to talk to you about the methodologies you are using to "uncover" peoples values. I have some thoughts and ideas on this that might be interesting/helpful. But can't do anything about it right now! I've had 4 major singing commitments in the last 6 weeks involving many practices and performances in Nelson, Welling and here in Golden Bay!  

Further discussion, if you are interested, may not happen until after Christmas giving what we have between now and next year! 

Regards and best wishes,


Comment by Hazel Owen on November 15, 2017 at 10:22

Hello Paul :) Thanks for your questions. I thought I'd pop in with a comment as I happen to have a bit of an insight into the coaching Rick was sharing here ;) Rick is working at CORE, and I am the other half of the coaching partnership - plus we work together in the uChoose team.

I work alongside CORE as part of their mentoring and coaching initiatives (both internal and external, through uChoose), which means that Rick and I have a shared perspective of the company, while I also have insights into other contexts and sectors. 

It has been interesting setting up the framework behind the internal coaching initiative, especially the ethics and protocols ('what is shared in a coaching session, stays in a coaching session unless, as Rick has done here, a coachee decides to share). It appears to be working really smoothly and has many benefits, although I can also see the (many) benefits of also working with coaches who are totally outside of your context.

Please sing out if you have more questions :)

Comment by Paul Keown on November 3, 2017 at 21:39

Great to read about your experience here Rick. I gather you are working at CORE and I assume your values coach is a CORE colleague? Am I correct or does your values coach work outside CORE? 

Comment by Hazel Owen on October 26, 2017 at 22:01

Thanks for sharing your reflection on this process Rick :) Really cool that you now have your values clear in yourself, and that you will be using them to guide your thoughts and actions.

I was wondering: What might you say to people who are asking why they need to identify their values?

© 2019   Created by Hazel Owen.   Powered by

Badges  |  Report an Issue  |  Terms of Service