Values Exploration

Purpose

Values Exploration helps participants identify their core personal values through a structured sorting process. Knowing your top values brings clarity to decision-making, explains sources of frustration, and creates a foundation for authentic leadership and team alignment.

At a glance

How to run

1. Introduction (5 min): Explain what values are (deeply held principles that guide behaviour) and why clarity matters.
2. Card sort round 1 (10 min): Distribute a set of 40–50 value cards (e.g., Integrity, Freedom, Security, Creativity, Connection). Each person sorts into three piles: Very Important, Somewhat Important, Not Important.
3. Narrow to top 10 (5 min): From "Very Important," select only 10.
4. Narrow to top 5 (5 min): From 10, select the non-negotiable 5.
5. Pair reflection (10 min): In pairs, share your top 5 and discuss: How do these values show up in your daily work? Where are they honoured? Where are they violated?
6. Personal application (5 min): Each person writes one decision they are currently facing and tests it against their top 5 values.
7. Close (5 min): Each person shares one value they were surprised to find in their top 5.

Materials needed

• Value cards (printed set of 40–50 or a digital card-sort tool)
• Sorting surface (table or floor space)
• Worksheets for reflection
• Timer

Pitfalls & common mistakes

• Choosing "should" values: People often pick values they think they "should" have. Encourage honesty: "What actually drives your behaviour, not what you wish did."
• Too many values: The power is in forcing hard trade-offs. Five is the maximum for meaningful clarity.
• No application: Values awareness without application to decisions is purely academic.
• Comparing values: Avoid ranking people’s values against each other. There is no "right" set.

Inclusion & accessibility

• Provide the card set in the team’s working language.
• Offer large-print cards for readability.
• Allow digital sorting for remote participants.
• Be sensitive to cultural values that may feel private or sacred.

Variations

• Team values alignment: After individual sorts, compare top values across the team. Discuss overlaps and differences.
• Values and conflict: Map a recent conflict to competing values to understand root causes.
• Quarterly check-in: Revisit values quarterly to see if priorities have shifted.

When NOT to use this

• When used as a tool for conformity ("These are the company values, now find yours").
• When participants lack privacy and feel pressured to share values they would rather keep private.
• As a selection or hiring criterion.

Source & further reading

• Brene Brown, *Dare to Lead* (Random House, 2018) — values exercise
• Shalom Schwartz, Theory of Basic Human Values
• acceptance.com — Personal Values Card Sort