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DR JOHN DEMARTINI - Updated 16 hours ago

Over the past five decades, in my work as a human behavior expert, I have spent a significant amount of time studying the field of axiology, also known as the theory of value and worth which is basically what you find important or valuable (what you value).

Here’s why I believe it is wise to be able to identify both your hierarchy of values and the values of your colleagues in the workplace:

Values are the foundation and chief driver of human behavior.

Every human being, regardless of background, gender, culture, skin color or age, lives moment by moment by a set of priorities or a set of values, actions to take in life that they perceive are most to less important to them.

This “hierarchy of values” is completely unique and fingerprint-specific to each individual.

• The more important a value is, the more intrinsic it is,– the higher it is placed on your hierarchy of values, and the more spontaneous, disciplined and ordered you will be in relationship to it. It is sometimes called your core values.
   
• The less important a value is – the lower it will be placed on your hierarchy of values, and the less disciplined and ordered you will be in relationship to it. 
   

Your hierarchy of values continually evolves and changes, but at any moment, you have a set of highest values or core values that you live your life by. 

The hierarchy of your values dictates your perceptions, decisions, and actions, your behavior and ultimately your destiny.

• What’s HIGHEST on your list of values reveals the areas in which you tend to be the most reliable, focused, and disciplined – in other words, the areas of your life where you’ll take action and achieve your goals. You’ll be intrinsically driven to take action. In fact in your highest value, you’ll spontaneously act with certainty, this is where your greatest creative and innovative potential emerges. 
   
• The LOWER you go down the ladder of your values, the more extrinsic it becomes and the more likely you are to procrastinate, hesitate and frustrate, and require extrinsic or external motivation to get it done.

This is often quite evident in the workplace because nobody goes to work for the sake of the company. Instead, they go to work to fulfil what they value the most.

We therefore need a way of identifying the true values of an individual before making a hiring decision, and the individual needs to understand the values of the organisation before taking the job.

For example, if employees can't see how what they're doing in their daily job is helping them fulfill their highest values, they're likely to become disengaged, uninspired, have less drive, and become less productive.

If they don’t love their work and are not intrinsically inspired to work, they’ll tend not to be present, take more breaks, and take the maximum amount of work off that they can so they can escape the job that they’re perceiving is unfulfilling to them.

They will also likely require micromanagement, not to mention external motivation in the form of promises or punishment to keep them on task and on deadline. Essentially, they’re likely only working for you to earn a paycheck and may tend to ask for more money to compensate for their unfulfillment, which ends up costing you more.

So being able to identify the highest values of those you are hiring or those already working for you can be pivotal if you would love to have an engaged, inspired, present and proactive workforce.

Not only will this affect the productivity of your employees, but also the culture of your working environment and, ultimately, your bottom line.

It’s one of the reasons why I developed the Demartini Value Determination Process which you can complete privately on my website for free. It will take you through 13 questions to help you identify your unique hierarchy of values or those of others in about 30 minutes.  

Many companies across the world use the Demartini Value Determination Process to help screen potential employees to see whether they would be a good fit for their business. As I often say, you can only trust somebody to live congruently with their highest values, and they will only be reliable and disciplined in that area.

Being able to identify those most intrinsic core values in advance and ascertain if they are congruent with the needs of your business, can save enormous amounts of time, money and conflict long term.

On the other hand, like the majority of employers around the world, you may consciously or unconsciously expect an employee to live outside their highest values by projecting your highest values onto them. The likely outcome is futility, anger and unmet expectations.

For example, if your highest value is your business, and their highest value is family, you may be frustrated when they don’t work as late as you and perceive that they are not committed to the business. You may not be conscious of the work they have done within the working day and instead focus on what you perceive to be clock-watching.

Let’s look at the interview process and how you could use that time to help identify an individual’s potential value fit with your company.

Once you have gone through the Demartini Values Determination Process on my website with them and determined their top hierarchy of values, you can then work through the proposed job description with them. This could include asking them, “How specifically will doing this particular key deliverable, daily action step, responsibility, or duty help you fulfill what is most important to you, your top value?”

If they look at you blankly and can’t identify how it would help them fulfil their highest values, dreams, goals and objectives, then it’s likely that you will end up feeling frustrated if you hire them because they won’t live up to your expectations.

However, if they are fluent and vocal about how their daily duties or deliverables will be congruent with their highest or core values, then they are less likely to require micromanagement and incentives and more likely to be intrinsically driven to get the job done.

I've trained people in companies for over 42 years on how to maximize engagement and am certain that engagement is the name of the game when it comes to your business. If an individual is not engaged in what they're doing, not inspired by their job or grateful for it, doesn’t love their job or feel enthused by it, and has no desire to study it and instead wants to do the minimal amount, you know you don’t have a values match. So, screening people according to their unique hierarchy of values can save enormous amounts of aggravation when hiring people.

A question I am often asked is, what if I already have an individual working for me and can see that there is a disconnect between their highest values and the needs of the job?

In this case, there is a way to show them how to LINK their tasks required in the job to their highest values. In other words, help them identify the ways that their job is helping them fulfil what they value most.

I have worked with hundreds of companies where we have taken a disengaged employee and helped them create neuroplastic links in their brain between what they are doing and what is most important to them. The result is that they become engaged, inspired and productive because they can see how coming to work each day helps them fulfil what they value most.

I’ve done the same with CEOs of companies who are not meeting the expectations of the shareholders but who are too costly to fire or could result in damage to the company’s reputation if they leave on abrupt terms. In each case, I helped them reengage with the company responsibilities by LINKING their job duties to their highest values.

There are only two ways to have fulfilment in life – either do what you love or love what you do by linking your daily job tasks that you’re required to do to your highest values.

Another key benefit of being able to identify the core values of those in your business is that it helps you become a more effective leader.

If you know what your employee’s highest values are and can communicate in those values respectfully, they’ll tend to be more engaged and more likely to want to help you because you're helping them. In other words, if you help other people get what they want, they will tend to want to help you get what you want.

It’s the same as in sales – if you care enough about a customer to find out what their needs or dominant buying motives are and can articulate your product or service in terms of what they value most, they’ll be most likely want to buy it.

When leading a team, you’re selling an idea, project or objective to them. If you communicate it in terms of what they value most, they’ll tend to be more engaged, inspired and committed to the outcome.

So, knowing the highest values of everyone that you're managing or leading can be a game-changer in communication, productivity and fulfilment, not to mention in growing your leadership skills. It can also be transformative when going through periods of change and change management, and helping employees remain engaged, focused, resilient and adaptable.

After 46 years of studying values, I am certain that identifying your unique hierarchy of values gives you a competitive advantage in life and business.

I’ve seen this in action. One company I worked with grew by $1.49 billion after applying these principles. It works. It’s practical. And it’s powerful.

If you want to learn more, visit my website and complete the Demartini Value Determination Process, read one of my books The Values Factor, or join me at The Breakthrough Experience, where I teach the practical application of values in every area of life. This knowledge is a gold mine – I am certain it will transform how you live, work, and lead.

To Sum Up

If you’re inspired to become a more effective leader, build a thriving team, and hire employees who are engaged, intrinsically driven, and working congruently with your organisation’s purpose, here’s what you are wise to consider:
 

• Values are the foundation and chief driver of human behavior.
   
• The hierarchy of your values dictates your perceptions, decisions, actions, and ultimately, your destiny.
   
• Nobody goes to work for the sake of the company - they go to work to fulfil what they value most.
   
• You can only trust someone to be disciplined and reliable in the areas that align with their highest or core values.
   
• If employees can’t see how their role fulfils their highest values, they’re likely to become disengaged and unproductive.
   
• There are only two ways to find fulfilment - do what you love, or love what you do by linking your tasks to your highest values.
   
• Help others get what they want, and they will help you get what you want.
   
• Knowing the highest values of everyone you lead is a game-changer in communication, productivity, fulfilment, and resilience.
   
• Identifying your unique hierarchy of values gives you a true competitive advantage in both life and business.
   
• Visit my website to complete the free Demartini Value Determination Process - it’s the first step to transforming how you live, work, and lead.

Are you ready for the NEXT STEP?

If you’re seriously committed to your own growth, if you’re ready to make a change now and you’d love some help doing so, then click on the LIVE chat button bottom right of your screen and chat to us now.

Alternatively, you can book a FREE Discovery call with a member of the Demartini Team.

 

Interested in the Breakthrough Experience seminar?

If you’re ready to go inwards and do the work that will clear your blockages, clarify your vision and balance your mind, then you’ve found the perfect place to start with Dr Demartini at the Breakthrough Experience.

In 2 days you’ll learn how to solve any issue you are facing and reset the course of your life for greater achievement and fulfillment.

Click HERE to find out more

Important Notice:
The content shared in this blog is for education and personal development. It is not intended to diagnose, treat, cure, or prevent any psychological or medical conditions. The information and processes shared are for general educational purposes only and should not be considered a substitute for professional mental-health or medical advice. If you are experiencing acute distress or ongoing clinical concerns, please consult a licensed health-care provider.

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