Understand what moves people to act
Understand which aspects may carry more weight in a person's priorities, decisions and motivations. Talent360 analyzes their Meta-Values and Primary Values to add a motivational perspective that complements behavior.
Our decisions don't depend only on how we react
Behavior helps us understand how a person tends to act. Values add another perspective: what may be especially important to them and what may act as a driver of certain decisions or behaviors.
The Talent360 model considers values as part of a system of priorities that can influence what a person gives more importance to.
Two people can behave in a similar way and be moved by different priorities.
Four Meta-Values as the foundation of the system
Meta-Values represent deep orientations that help understand a person's general attitude toward different situations.
Loyalty
Primary Values: Regulatory · Traditional
Equity
Primary Values: Aesthetic · Social
Freedom
Primary Values: Individualistic · Utilitarian
Justice
Primary Values: Intellectual · Political
The report shows the relative weight of each Meta-Value and identifies the profile's primary and secondary attitude.
Three categories of values
Meta-Values
Very basic, deep values that act as the foundation of other values and help understand the general attitude toward life.
Primary Values
General, deep values related to the person's internal motivators.
Individual Values
More specific values, associated with concrete beliefs and more directly related to behaviors.
Talent360's Motivational Values Assessment works specifically with Meta-Values and Primary Values.
Eight Primary Values
The report ranks the Primary Values according to their weight within the value system and highlights the predominant ones.
Regulatory
Structure and order
Traditional
The established, known and learned from the past
Aesthetic
Harmony, balance and experience
Social
The good and wellbeing of people
Individualistic
Independence and expression of one's own uniqueness
Utilitarian
Usefulness, result and benefit
Intellectual
Knowledge, analysis and the pursuit of truth
Political
Power, control and influence
There are no better or worse values
A higher score does not mean a person has «better values».
The scale indicates which values carry more relative weight in their motivational system.
Different people can pursue the same goal from different motivations and take different paths to achieve it.
The question is not which value is better, but how important it is for that person and how it may influence their decisions.
From the value scale to an applicable interpretation
The report does not just show percentages. It organizes the information at different levels to better understand what may carry more weight in the person's motivation.
Meta-Values
Shows the relative weight of Loyalty, Equity, Freedom and Justice and identifies a primary and secondary attitude.
Primary Values scale
Graphically represents the eight values and lets you observe their relative order of preference.
Value subscale
Also summarizes the remaining Primary Values, indicating their level and main motivator.
Predominant values
For the most prominent values, the report goes deeper into aspects such as:
main motivator
associated characteristics
possible imbalances
how the value is expressed
contribution to the group or team
motivational key
types of questions that can connect with that value
possible areas of support
DISC and Values: two complementary perspectives
DISC
How do they tend to behave?
Helps understand tendencies in behavior, communication, adaptation and response to the environment.
Motivational Values
What may carry more weight in their priorities and motivation?
Helps understand what the person tends to value and what may influence their decisions.
Knowing how someone acts does not automatically mean knowing what moves them.
The same behavior can respond to different motivations
Two people can intensely pursue the same goal and yet do so because they value different things.
One may feel especially driven by knowledge.
Another by usefulness.
Another by independence.
Another by influence.
That is why adding a motivational perspective enriches the understanding of behavior.
Where motivation adds value
Development
Helps understand what may be meaningful for the person when defining development goals and actions.
See Talent development →Leadership
Helps understand that different people may respond to different stimuli, environments and priorities.
See Leadership development →Teams
Adds a perspective on motivational differences that complements behavioral information.
See High-performing teams →Understanding motivations does not mean predicting behaviors
The results do not automatically determine:
- how a person will act;
- whether they will perform well;
- whether they will fit into an organization;
- whether they should be hired;
- or which value is morally better.
The assessment helps understand the relative importance that certain values have within the motivational profile.
It should be interpreted together with context, behavior, competencies, experience and other evidence.
Add motivation to your view of talent
Understand what may be especially important for each person and combine this perspective with behavior, competencies and other evidence to build a more complete view.