This document provides an overview of a workshop on evolutionary coaching. It discusses what evolutionary coaching is, how it differs from normal coaching, and tools that can be used for evolutionary coaching. The workshop will address what evolutionary coaching is, stages of psychological development, and coaching tools like the Individual Values Assessment and Leadership Values Assessment. It also contrasts performance coaching with evolutionary coaching, which aims to help clients progress through stages of human emergence rather than just improve skills. The document outlines the workshop content and includes diagrams about psychological development stages, cultural evolution, and how values differ across development levels.

1. A MASTERCLASS IN EVOLUTIONARY COACHING
A Values-based Approach to Unleashing Human Potential

2. Richard Barrett’s Books
Update and new research
1998
2013
2006
2010
Learning Modules:
Leading Self
Leading a Team
Leading an Organisation
Leading in Society
2011
2012
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
2

3. Evolutionary Coaching
2012
Evolutionary
Coaching
A values-based
approach to
unleashing human
potential
2013
2010
2014
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
3

4. Evolutionary Coaching
Questions I want to address in this workshop:
1. What is Evolutionary Coaching?
2. How is Evolutionary Coaching different from
normal coaching?
3. What resources and tools can I call on to learn
about, and practice, evolutionary coaching?
www.valuescentre.com
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4

5. Evolutionary Coaching
Workshop Content:
1. What is Evolutionary Coaching?
2. Stages of Psychological Development
(Exercise: Values, Beliefs and Behaviours)
(Exercise: Where am I on the SPD scale?)
3. Coaching Tools:
Does my organisation fit me? (Exercise: IVA)
Do I fit my organisation? (Exercise: LVA)
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5

6. Performance vs. Evolutionary Coaching
Performance coaching is about helping people meet the
goals they have at the level of psychological
development they have reached. This is performance
with a little “p”.
Evolutionary coaching is also about performance; but
performance with a big “P”.
Performance with a big “P” is about human emergence;
not just helping people become more proficient at what
they do, but becoming more proficient at life—actively
participating in evolution.
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6

7. Evolutionary Coaching
“This is a book for coaches: but it is
not a book about the skills and
techniques of coaching. It is a book
about the framework of human
development that coaches need to be
familiar with in order to facilitate the
full emergence of their client’s
potential.”
Evolutionary
Coaching
A values-based
approach to
unleashing human
potential
2014
www.valuescentre.com
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7

8. Chapter Headings
Preface
Foreword
Part 1: Theory
Chapter 1: Introduction
Chapter 2: Understanding evolution
Chapter 3: Understanding the evolution of consciousness
Chapter 4: Understanding the evolution of the human mind/brain
Chapter 5: Understanding psychological development
Chapter 6: Understanding cultural evolution
Chapter 7: Understanding the evolution of decision-making
Part 2: Practice
Chapter 8: What are my values?
Chapter 9: What stage of development have I reached?
Chapter 10: What levels of consciousness am I operating from?
Chapter 11: What stage of evolution has my organisation reached?
Chapter 12: What stage of evolution has my community/society reached?
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8

9. The Evolution of Human Consciousness
Making a difference
Internal cohesion
Transformation
Self-esteem
Relationship
Physical Evolution
Survival
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Evolution of Personal Consciousness
With the emergence of Homo
Sapiens, evolution shifted
from physical evolution to
consciousness evolution
Service
9

10. Consciousness
Consciousness is awareness with a purpose and
the purpose is always to establish and maintain
internal stability and external equilibrium at the
stage of psychological development you have
reached and the stages of psychological
development you have passed through—satisfy
your needs.
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10

11. Evolutionary Coaching
No matter what type of coach you are, it is
important to recognize that every individual you
are working with is on evolutionary journey—a
natural journey of psychological development
that is common to every member of the human
race.
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11

12. Evolutionary Coaching
Evolutionary coaching helps people understand
what stage they have reached in their developmental journey, what stages remain, and what
stages they have passed through.
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12

13. Stages of Psychological Development
Every goal your clients are trying to achieve,
every challenge they are facing, and every
choice they have to make is in some way
influenced by or related to the needs of the
stage of psychological development they have
reached or the stages of psychological
development they have already passed through
but have not yet mastered.
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13

14. Stages of Psychological Development
Serving: Fulfilling your destiny by caring for the
well-being of humanity and/or the planet.
Self-actualizing: Becoming more fully who you are by leading
a values- and purpose-driven life.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Differentiating: Distinguishing yourself from the crowd
by honing your skills and talents.
Conforming: Keeping safe and secure by staying loyal
to your family, kin and culture.
Surviving: Staying alive and healthy in the best
possible conditions.
Evolution of Personal Consciousness
Integrating: Aligning with others who share the same
values and purpose to create a better world.
www.valuescentre.com
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14

15. Basic Needs and Growth Needs
Serving: Fulfilling your destiny by caring for
the well-being of humanity and/or the planet.
Self-actualizing: Becoming more fully who you are by
leading a values- and purpose-driven life.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Differentiating: Distinguishing yourself from the
crowd by honing your skills and talents.
Basic
Needs
Conforming: Keeping safe and secure by staying
loyal to your family, kin and culture.
Surviving: Staying alive and healthy in the best
possible conditions.
Evolution of Personal Consciousness
Growth
Needs
Integrating: Aligning with others who share the
same values and purpose to create a better world.
www.valuescentre.com
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15

16. What We Value at Each Stage
Serving: Fulfilling your destiny by caring for
the well-being of humanity and/or the planet.
Social responsibility, social justice, wisdom,
compassion, humility, forgiveness, ecology.
Integrating: Aligning with others who share the
same values and purpose to create a better world.
Collaboration, alliances, environmental
awareness, personal fulfilment, empathy.
Self-actualizing: Becoming more fully who you are by
leading a values- and purpose-driven life.
Trust, fairness, honesty, integrity, openness,
transparency, enthusiasm, commitment.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Independence, adaptability, continuous
learning, personal growth, balance,
adventure, courage.
Differentiating: Distinguishing yourself from the
crowd by honing your skills and talents.
Pride, productivity, efficiency, quality,
professional growth, confidence, excellence.
Conforming: Keeping safe and secure by staying
loyal to your family, kin and culture.
Open communication, friendship, loyalty,
caring, recognition, tradition, rituals.
Surviving: Staying alive and healthy in the best
possible conditions.
Financial stability, wealth, employment
opportunities, health and safety.
www.valuescentre.com
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16

17. Values, Needs and Motivations
If you know what your values are then you know
what stage of psychological development you
are operating from and what stages you have
passed through where you still have unmet
needs.
www.valuescentre.com
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17

18. Values Exercise: Hand-out
On Line: www.valuescentre.com/pva
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18

19. Values, Beliefs and Behaviours
This exercise takes about 15 minutes
1.
Choose 3 values that are important to you and
enter them in the left hand column of the worksheet
EXAMPLE: Clarity
2.
Write down your beliefs
that support this value in middle column
EXAMPLE: Clarity bring focus to decision making
3.
Write down the behaviours
you exhibit that support this value
EXAMPLE: Seek many opinions, synthesize
multiple data points to understand the big picture
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19

20. What We Value at Each Stage
Serving: Fulfilling your destiny by caring for
the well-being of humanity and/or the planet.
Social responsibility, social justice, wisdom,
compassion, humility, forgiveness, ecology.
Integrating: Aligning with others who share the
same values and purpose to create a better world.
Collaboration, alliances, environmental
awareness, personal fulfilment, empathy.
Self-actualizing: Becoming more fully who you are by
leading a values- and purpose-driven life.
Trust, fairness, honesty, integrity, openness,
transparency, enthusiasm, commitment.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Independence, adaptability, continuous
learning, personal growth, balance,
adventure, courage.
Differentiating: Distinguishing yourself from the
crowd by honing your skills and talents.
Pride, productivity, efficiency, quality,
professional growth, confidence, excellence.
Conforming: Keeping safe and secure by staying
loyal to your family, kin and culture.
Open communication, friendship, loyalty,
caring, recognition, tradition, rituals.
Surviving: Staying alive and healthy in the best
possible conditions.
Financial stability, wealth, employment
opportunities, health and safety.
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
20

21. A Map of the Territory
If you are taking people to a place they have
never been before, you need the best map of
the territory you can find: it also helps if you
have explored the territory yourself.
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21

22. Where are You on this Journey?
Understanding where you are (the coach) on
this journey is just as important as understanding where your clients are. If you know
where you are, then you will know how far you
can take your clients before you enter unknown
territory.
www.valuescentre.com
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22

23. What motivates us is the satisfaction of our needs
AT ANY GIVEN MOMENT IN TIME,
the values that are most
important to you are a reflection
of the stage of psychological
development you have reached
and your unmet basic needs.
Our needs (what we value) have
always been, and always will be
the principal drivers of our
behaviors and actions.
www.valuescentre.com
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23

24. SPD Exercise: Hand-out
Where are your clients?
Where are you?
Acting out.
www.valuescentre.com
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24

25. SPD/LC
Overview
of task
Serving/
Service
Integrating/
Making a difference
Self-actualizing/
Internal cohesion
Individuating/
Transformation
Differentiating/
Self-esteem
Conforming/
Relationship
Surviving/
Need
Values
requirements
Fulfilling your destiny by
caring for the well-being of
humanity and/or the planet.
Satisfying your need to lead a life
of selfless service for the wellbeing of the disadvantaged and
the Earth’s life support systems.
Social responsibility, social justice, future
generations, compassion, humility,
forgiveness, wisdom, long-term
perspective, ecology.
Aligning with others who
share the same values and
purpose to create a better
world.
Satisfying your need to make a
difference in the world by
actualizing your purpose.
Collaboration, alliances and partnerships,
environmental awareness, personal
fulfillment, empathy.
Becoming more fully who you
are by leading a values- and
purpose-driven life.
Satisfying your need to find
meaning through activities or
work you are passionate about.
Trust, fairness, honesty, integrity,
openness, transparency, enthusiasm,
commitment, authenticity.
Letting go of the aspects of
your conditioning that no
longer serve you.
Satisfying your need for freedom,
and independence by becoming
accountable for your life.
Independence, adaptability, continuous
learning, personal growth, balance,
adventure, courage.
Distinguishing yourself from
the crowd by honing your
skills and talents.
Satisfying your need for
recognition and acknowledgement for your skills and talents.
Pride, productivity, efficiency, quality,
professional growth, confidence,
excellence.
Keeping safe and secure by
staying loyal to your family,
kin and culture.
Satisfying your need for love,
respect and belonging at home
and work.
Open communication, friendship, loyalty,
caring, recognition, tradition, rituals.
Staying alive and healthy in
the best conditions possible.
Satisfying your physiological and
nutritional needs.
Financial stability, wealth, employment
opportunities, health and safety.
Survival
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25

26. Acting Out (Improvisation of each stage)
Serving: Fulfilling your destiny by caring for
the well-being of humanity and/or the planet.
Social responsibility, social justice, wisdom,
compassion, humility, forgiveness, ecology.
Integrating: Aligning with others who share the
same values and purpose to create a better world.
Collaboration, alliances, environmental
awareness, personal fulfilment, empathy.
Self-actualizing: Becoming more fully who you are by
leading a values- and purpose-driven life.
Trust, fairness, honesty, integrity, openness,
transparency, enthusiasm, commitment.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Independence, adaptability, continuous
learning, personal growth, balance,
adventure, courage.
Differentiating: Distinguishing yourself from the
crowd by honing your skills and talents.
Pride, productivity, efficiency, quality,
professional growth, confidence, excellence.
Conforming: Keeping safe and secure by staying
loyal to your family, kin and culture.
Open communication, friendship, loyalty,
caring, recognition, tradition, rituals.
Surviving: Staying alive and healthy in the best
possible conditions.
Financial stability, wealth, employment
opportunities, health and safety.
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
26

27. Parental Programming and Cultural Conditioning
We come into life with our own unique preferences,
qualities and talents.
By the time we become young adults, who we are is a
complex mixture of our unique self overlaid by layers of
parental programming and cultural conditioning.
What happens to most of us is our unique self—the
person we were born to become—gets pushed into the
background.
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27

28. Parental Programming and Cultural Conditioning
By the time we reach physical maturity we are the
prisoners of our parental programming and cultural
conditioning.
The persona we display to the world is not our unique
self, but our false self: a self with a socialized mind.
If the gap between our persona and our unique self is
wide, we will feel uncomfortable—a sense of unease
about who we are and what we are supposed to do. We
may even feel lost and get depressed.
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28

29. Cultural Context
Every person you have as a client is embedded in
multiple cultural contexts: a family context, an
organisational context, a community context, a
societal context and perhaps a religious context.
The level of psychological development of the
cultures your client are embedded in will either
support or hinder their psychological development.
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29

30. Cultural Evolution-World Views
HOLISTIC: Everything is connected
Evolution of Social Consciousness
INTEGRATIVE: Systemic/pragmatic approach
PEOPLE: Democracy and shared values
STATUS: Knowledge and wealth creators
AUTHORITY: Religious and royal hierarchies
POWER: Empire builders the big boss
TRIBAL: Agricultural and pastoral farming
SURVIVAL: Hunter gatherers
For more information
see Spiral Dynamics
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30

31. Universal Stages
of Evolution
World Views
Examples
Serving
Holistic
Global thought leaders
Integrating
Integrative
Conscious business
leaders
People
Iceland, Norway,
Sweden, Finland,
Denmark, Canada
Status
Cooperating
Stages of
Psychological
Development
Australia, UK, USA,
Germany, France, Italy
Authority
Iran, Iraq
Power
China, Syria, North
Korea
Conforming
Tribal
Sub-Saharan Africa
Surviving
Survival
Remote Jungle bands
Self-actualizing
Bonding
Becoming
viable and
independent
Individuating
Differentiating
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31

32. Evolutionary Coaching
Your job as an evolutionary coach is to help your
clients break down the bars of the prisons they
have constructed for themselves (parental
programming and cultural conditioning) so they
can unmask their false selves, discover their true
selves and grow and develop the inborn gifts
and talents of their unique selves. This is how
you help your clients reach full human
emergence.
www.valuescentre.com
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32

33. Evolutionary Coaching
Evolutionary coaching is about helping people
find out who they really are and become all they
can become—helping them to individuate and
fully self-actualize—so they can be truly
independent.
www.valuescentre.com
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33

34. Three Stages of Mind Development
In Immunity to Change Robert Kegan and Lisa
Laskow Lahey identify three plateaus of adult
psychological development (ability to handle
complexity)—the socialized mind, the selfauthoring mind and self-transforming mind.
Robert Kegan and Lisa Laskow Lahey, Immunity to Change
(Boston: Harvard Business School Publishing), 2009, pp.16-21.
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34

35. Three Stages of Mind Development
THE SELF-TRANSFORMING MIND is focused on leading
a values and purpose-driven life. People operating with a
self-transforming mind see their work as a mission. They
want to leave a legacy and be of service to the world.
THE SELF-AUTHORING MIND is focused on achievement
and ambition. People operating with a self-authoring mind
seek opportunities for advancement. They think of their
work as career—a pathway to a better future.
THE SOCIALISED MIND is focused on meeting its
survival, relationship and self-esteem needs. People
operating with a socialised mind think of their work as a
job—a way of earning a living. They may enjoy their work
and colleagues, but are not passionate about what they do.
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35

36. Complexity of Thinking
THE SELF-TRANSFORMING (Interdependent) MIND
This mind is not a prisoner to its filter. It can stand back and
look at it, not just through it. Open to considering different
perspectives and modifying its thinking and direction.
THE SELF-AUTHORING (Independent) MIND
Communication is strongly influenced by what others need
to hear to further its agenda. It places a priority on receiving
information that supports its mission. Prisoner to its filter.
THE SOCIALISED (Dependent) MIND
Communication is strongly influenced by what others need
to hear so it can fit into its social context. Filters what it
hears so that it can maintain alignment with others. Limited
ability for independent thinking.
www.valuescentre.com
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36

37. Motivating the Socialized Mind
SELF-ESTEEM:
Opportunities to learn and grow professionally
with feedback and coaching from people you
respect.
RELATIONSHIP:
Opportunities to live/work in a congenial
atmosphere where people respect and care about
each other..
SURVIVAL:
Opportunities to earn income and/or receive
benefits that are sufficient to take care of your
needs.
www.valuescentre.com
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37

38. Motivating the Self-Authoring Mind
INTERNAL COHESION:
Opportunities to learn and grow personally by
aligning your work with your values and purpose.
TRANSFORMATION:
Opportunities for adventure, and challenges that
allow you to explore and hone your gifts and
talents.
www.valuescentre.com
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38

39. Motivating the Self-Transforming Mind
SERVICE:
Opportunities to serve others and/or care for the
well-being of the Earth’s life support systems.
MAKING A DIFFERENCE:
Opportunities to leverage your actions by aligning
with others who share the same values and
purpose.
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
39

40. SPD and Types of Mind
Integrating: Aligning with others who share the same
values and purpose to create a better world.
Self-actualizing: Becoming more fully who you are by leading a
values- and purpose-driven life.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Self-transforming
Mind
Self-authoring
Mind
Differentiating: Distinguishing yourself from the crowd by
honing your skills and talents.
Conforming: Keeping safe and secure by staying loyal to
your family, kin and culture.
Socialized
Mind
Surviving: Staying alive and healthy in the best
possible conditions.
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
Evolution of Personal Consciousness
Serving: Fulfilling your destiny by caring for the
well-being of humanity and/or the planet.
40

41. The Universal Stages of Evolution
From the Big Bang
…
to the Present Day
Evolution
Stage 3:
And as life conditions become even
more complex, group structures
then cooperate with each other to
form a higher order entity.
Stage 2:
As life conditions become more
complex, entities bond with each
other to create viable independent
group structures.
Stage 1:
Entities learn how to become
viable and independent in their
frameworks of existence.
Energy
Atoms
Molecules
Cells
Organisms
Creatures
Homo sapiens
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41

42. SPD and Stages of Evolution
Integrating: Aligning with others who share the same
values and purpose to create a better world.
Self-actualizing: Becoming more fully who you are by leading a
values- and purpose-driven life.
Individuating: Letting go of the aspects of your parental
and cultural conditioning that no longer serve you.
Differentiating: Distinguishing yourself from the crowd by
honing your skills and talents.
Conforming: Keeping safe and secure by staying loyal to
your family, kin and culture.
Surviving: Staying alive and healthy in the best
possible conditions.
Cooperating to
form a higher
order entity
Bonding to form
a group structure
Becoming
viable and
independent
in your
framework of
existence
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Evolution of Personal Consciousness
Serving: Fulfilling your destiny by caring for the
well-being of humanity and/or the planet.
42

43. The Seven Levels of Consciousness Model

44. Origins of the Cultural Transformation Tools
Self Actualization
Growth Needs
Know and
Understand
Abraham Maslow
Self-esteem
Love & Belonging
Safety
Physiological
When these needs are fulfilled they do not
go away, they engender deeper levels of
motivation and commitment.
Deficiency Needs
An individual gains no sense
of lasting satisfaction from
being able to meet these
needs, but feels a sense of
anxiety if these needs are not
met.

45. Maslow’s Needs to Barrett’s Consciousness
Self-Actualization
Know and
Understand
Abraham Maslow
Richard Barrett
Self-esteem
Self-esteem
Love & Belonging
Love & Belonging
Safety
Safety
Physiological
Needs
Consciousness

46. Maslow’s Needs to Barrett’s Consciousness
Service
1. Expansion of self-actualization
Making adifference
into multiple levels.
Know and
Understand
Self-esteem
Love & Belonging
2. Substitute ‘states of
consciousness’
for hierarchy of needs.
Internal Cohesion
Transformation
3. Each state of consciousness
is defined by specific
values and behaviours.
Self-esteem
Safety
Relationship
Physiological
Survival
Needs
Consciousness

47. Stages in the Development of Personal Consciousness
Positive Focus / Excessive Focus
Service
Making adifference
Internal Cohesion
Transformation
Service to Humanity and the Planet
Devoting your life in self-less service
to your purpose and vision
Collaborating with Partners
Working with others to make a positive difference
by actively implementing your purpose and vision
Finding Personal Meaning
Uncovering your sense of purpose and creating
a vision for the future you want to create
Personal Growth
Understanding your deepest motivations, experiencing responsible
freedom by letting go of your fears
Self-esteem
Self-worth
Feeling a positive sense of pride in self
and ability to manage your life. Power, status, …
Relationship
Belonging
Feeling a personal sense of belonging, feeling loved by self and
others. Being liked, blame, …
Survival
Financial Security & Safety
Creating a safe secure environment for self
and significant others. Control, greed , …

48. Stages in the Development of Organizational Consciousness
Positive Focus / Excessive Focus
Service
Service To Humanity And The Planet
Social responsibility, future generations, long-term perspective,
ethics, compassion, humility
Making adifference
Strategic Alliances and Partnerships
Environmental awareness, community involvement, employee
fulfillment, coaching/mentoring
Internal Cohesion
Transformation
Building Corporate Community
Shared values, vision, commitment, integrity,
trust, passion, creativity, openness, transparency
Continuous Renewal and Learning
Accountability, adaptability, empowerment, teamwork, goals
orientation, personal growth
Self-esteem
High Performance
Systems, processes, quality, best practices,
pride in performance. Bureaucracy, complacency, …
Relationship
Belonging
Loyalty, open communication, customer satisfaction, friendship.
Manipulation, blame, …
Survival
Financial Stability
Shareholder value, organisational growth,
employee health, safety. Control, corruption, greed, …

49. Placement of Values by Level
Current Culture 100 Employees
Top Ten Values
Service
1. tradition (L) (59)
Making adifference
2. diversity (54)
6
Internal Cohesion
Transformation
Self-esteem
2
3. control (L) (53)
4
7
5
8
4. goals orientation (46)
5. knowledge (43)
6. creativity (42)
7. productivity (37)
Relationship
Survival
10
10
1
8. image (L) (36)
9
3
9. profit (36)
10. open communication (31)

50. Distribution of Values by Level
Current Culture 100 Employees
Service
7
Making adifference
6
Internal Cohesion
5
Transformation
4
Self-esteem
3
Relationship
2
Survival
1
Cultural
Entropy
11%

51. What is Cultural Entropy?
The amount of energy that is consumed in an organisation
doing unnecessary or unproductive work that does not
add value.
It is a measure of the conflict, friction and frustration that
employees encounter in their day-to-day activities that
prevent the organisation from operating at peak
performance.
www.valuescentre.com
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51

52. How Does Cultural Entropy Arise?
Cultural entropy is a function of the personal
entropy of the current leaders of an
organisation and institutional legacy of past
leaders as embedded in the structures,
systems, policies and procedures.
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52

53. Does my organisation fit me?

54. Personal Values
Pick ten values/behaviours that most reflect who you are,
not who you desired to become.

55. Current Culture Values
Pick ten values/behaviours that most reflect how your
organisation currently operates.

56. Desired Culture Values
Pick ten values/behaviours that, in your opinion, are
essential for your organisation to achieve
its highest performance.

57. Examples of Individual Values Assessments
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
57

58. Highly Engaged Employees




Highly engaged employees identify with the company.
They care passionately about the future of the company.
They bring passion and purpose to their work.
They are willing to invest their discretionary effort to make
the company a success.
 They want the company to do the right thing.
 They want to feel pride in the way the company behaves.
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
58

59. Do I fit my organisation?

60. What is Personal Entropy?
Personal entropy is the amount of fear-driven
energy that a person expresses in his or her dayto-day interactions with other people.
It is a measure of a lack of a person’s lack of personal
mastery skills. Fear-driven energy arises from the
conscious and subconscious fear-based beliefs of the ego
about meeting its deficiency needs.
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
60

61. Darth Vader
Darth's Values
Assessors' Top 11 Values
Level 7
Level 6
Level 5
Level 4
Level 3
Level
Matching 2
Values
Level 1
PL = 10-0 | IRO (P) = 7-0-3 | IRO (L) = 0-0-0
PL = 7-4 | IRO (P) = 6-0-1 | IRO (L) = 0-4-0
Level 3
achievement
Level 3
courage
Level 4
authoritarian (L)
Level 1
Level 5
being the best
Level 3
excellence
Level 3
competitive (L)
Level 2
integrity
Level 5
demanding (L)
Level 2
long-term perspective
Level 7
determination
Level 4
passion
Level 5
excellence
Level 3
results orientation
Level 3
knowledge
Level 4
strategic alliances
How Darth
sees
himself
ambitious
creativity
Matches 2
Level 6
power (L)
Level 3
vision
Level 7
results orientation
Level 3
risk-taking
Level 4
Orange = Values match
P = Positive
L = Potentially Limiting
(white circle)
Leadership Values Plot
How
Others see
Darth
I = Individual
R = Relationship
O = organisational
Copyright 2008 Barrett Values Centre
August 2008

62. Darth Vader
Darth's
Values
20%
7
C
7
10%
4
0%
5
30%
0%
6
10%
6
5
T
Assessors'
Values
0%
27%
4
30%
36%
3
3
2
0%
0%
2
0%
1
S
0%
0%
0%
1
0%
9%
0%
20%
40%
60%
CTS = 60-10-30
Entropy = 0%
C = Common Good
T = Transformation
S = Self-Interest
Leadership Distribution
Copyright 2008 Barrett Values Centre
9%
18%
0%
20%
40%
60%
Level of
Personal
Entropy
CTS = 0-27-73
Entropy = 36%
Positive Values
Potentially Limiting
Values
August 2008

63. Cultural Evolution Begins with Personal Evolution
Culture Values
Leader’s Values
CVA Current Culture
LV A Feedback 14 Assessors
PL= 1-10 | IROS (P)= 0-0-1-0 | IROS (L)= 2-4-4-0
PL = 1-9 | IRO (P) = 1-0-0 | IRO (L) = 1-8-0
Cultural Entropy 38%
Personal Entropy 64%
The culture of
an organisation
is a reflection
of leadership
consciousness.
1. short-term focus (L)
13
Level 1
power (L)
11
Level 3
2. blame (L)
11
Level 2
blame (L)
10
Level 2
3. manipulation (L)
10
Level 2
demanding (L)
10
Level 2
4. caution (L)
7
Level 1
manipulative (L)
10
Level 2
5. cynicism (L)
7
Level 3
experience
9
Level 3
6. bureaucracy (L)
6
Level 3
controlling (L)
8
Level 1
7. control (L)
6
Level 1
arrogant (L)
7
Level 3
8. cost reduction
5
Level 1
authoritarian (L)
6
Level 1
9. empire building (L)
5
Level 2
exploitative (L)
6
Level 1
10. image (L)
5
Level 3
ruthless (L)
6
Level 1
11. long hours (L)
5
Level 3

64. Cultural Evolution Begins with Personal Evolution
Culture Values
CVA Current Culture
The culture of
an organisation
is a reflection
of leadership
consciousness.
Leader’s Values
LVA Feedback 27 Assessors
Internal
Cohesion
Internal
Cohesion
PL= 12-0 | IROS (P)= 4-2-5-1 | IROS (L)= 0-0-0-0
PL = 12-0 | IRO (P) = 9-1-2 | IRO (L) = 0-0-0
Cultural Entropy 7%
Personal Entropy 9%
1. customer satisfaction
16
Level 2
continuous learning
11
Level 4
2. commitment
11
Level 5
generosity
11
Level 5
3. continuous learning
11
Level 4
commitment
10
Level 5
4. making a difference
11
Level 6
positive attitude
10
Level 5
5. global perspective
9
Level 3
vision
10
Level 7
6. mentoring
9
Level 6
ambitious
9
Level 3
7. enthusiasm
8
Level 5
making a difference
8
Level 6
8. leadership development
8
Level 6
results orientation
8
Level 3
9. integrity
7
Level 5
honesty
7
Level 5
10. open communication
7
Level 2
integrity
7
Level 5
11. optimism
7
Level 5
intuition
7
Level 6
12. shared values
7
Level 5
leadership developer
7
Level 6

65. What Low Entropy Leaders Focus on …
Values that address employees needs and
create internal cohesion
High Entropy
Leaders (21%+)
Low Entropy
Leaders (0-6%)
Internal
Cohesion*
Commitment *
Positive attitude *
Accessible
Teamwork
Trustworthy *
Integrity *
Accountability
Customer satisfaction
Enthusiasm *
Fairness *
SelfEsteem
Commitment *
Controlling (L)
Ambitious
Results orientation
Demanding (L)
Experience
Goals orientation
Authoritarian (L)
Humor/fun *
Power (L)
Based on 3600 Leadership Values Feedback
carried out on 100 leaders from 19 countries (2008-2010).
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
65

66. Examples of Leadership Values Assessments
www.valuescentre.com
Powerful metrics that enable leaders to measure and manage cultures.
66