Application
ValueMatch tools are used by Consultants, Coaches, Trainers and People Managers for the purpose of:
- coaching employees
- dealing with diversity (communication)
- resolving conflict situations
- coaching of management teams
- performing organisation-wide culture analyses
- managing change processes
- creating workspaces that help people flourish.
Interpretation
The interpretation of the profiles is performed during one-on-one dialogues or in workshops. Even though the day-to-day application of these tools shows that people recognize themselves in the created profiles, interpretation always requires such talks and always must consider the context a person works or lives in. ValueMatch works with experienced practitioners who can guide such talks and processes. We also offer certification training to qualified professionals to learn how to do this.
The practice
ValueMatch tools reveal the deeper drives and values of people, teams and organizations. Being aware of these drives, we can much better understand people’s behavior and their choices, which in turn makes working with people (in organizations) much easier. For example, people with strong group values will find it easier to conform to group norms and enjoy being loyal to the group, whereas people with more individual drives will prefer to work autonomously, and may perceive group norms as restrictive.
The values and drives also provide insight into which working environments someone may find inspiring, and which interventions can be effective and which ones not. For example, some people prefer structure and a manager who gives very clear instructions, whereas others flourish when they can work independently and manage their own time. When management asks these people to write a personal development plan, the second type will most likely be happy to do so and will see it as an opportunity to develop his or her career, while people who prefer clear instructions will see it as a duty to fulfill for their manager. They will focus on writing what they think the manager wants to hear, rather than what they would like to do. By understanding what drives people, the manager can interpret the plans that the employees write more judiciously.
Understanding an individual’s values also helps to understand which of his or her competencies are being reinforced, and which are being weakened. If a person is convinced that the world should form an orderly entity in which laws prescribe an individual’s personal space, then this will reinforce competencies such as disciplined work practices, keeping agreements and diligently performing assignments. Competencies such as assertiveness, showing initiative, and setting oneself apart, will conversely be weakened. People who instead feel that human relations are extremely important and who see systems as interfering with human encounters will show an opposite reaction.
Knowing an employee’s values thus helps create a work environment in which this employee and his or her talents can flourish. Knowing each other’s values in a team helps us accept and respect each other’s uniqueness, which is an important condition for operating effectively as a team.
