Core Values for High Performers: A Guide

Core values are the foundation for consistent decision-making and personal fulfilment. They help you align your actions with what truly matters, whether in your career or personal life. Without clarity on these values, you may face decision fatigue, stress, or misalignment between your goals and behaviours.

Key Takeaways:

• Core values are enduring principles that guide how you live and lead.

• They differ from aspirational values, which are ideals you admire but don’t yet practice consistently.

• High performers often prioritise values like responsibility, achievement, and autonomy - but these can lead to challenges like overwork or perfectionism if unbalanced.

• Defining and applying your values can reduce stress, improve decision-making, and build trust with others.

Quick Steps to Define and Apply Core Values:

1. Reflect on past experiences: Identify moments of fulfilment and frustration to uncover your true priorities.

2. Test your values: Narrow your list to 5–7 key principles and validate them through real-life actions.

3. Turn values into behaviours: Create specific habits for work and home that align with your values.

4. Review regularly: Schedule weekly and monthly check-ins to ensure your actions reflect your priorities.

5. Seek accountability: Use peer groups or coaching to stay on track.

By aligning your actions with your core values, you can improve both your professional performance and personal satisfaction.

How Core Values Work: Frameworks and Impact

Core Values vs Aspirational Values

To make values work for you, it’s important to distinguish between what you genuinely practice and what you aspire to embody. Core values are the principles you consistently act upon, even when it’s inconvenient. On the other hand, aspirational values represent qualities you admire but haven’t fully integrated into your daily life.

For instance, imagine a director who claims "wellbeing" as a core value but routinely schedules long meetings and sends late-night emails. In reality, their behaviour reflects priorities like achievement or recognition, not wellbeing. This disconnect between stated and actual values can lead to stress and cynicism - both for yourself and those around you.

Want to test if your stated values align with your actions? Ask people who know you well - your PA, a senior colleague, or your partner at home - to name three values they see you living out. If there’s a consistent gap between what you claim and what they observe, you’ve likely identified aspirational values that haven’t yet become habits. Recognising this distinction is the first step towards building frameworks for value-driven decisions.

Research-Based Value Models

A helpful way to understand how values influence decisions is through Schwartz's theory of basic human values. This framework identifies ten broad value types - like achievement, power, security, benevolence, and self-direction - arranged in a circular structure. Values that sit next to each other, such as achievement and power, tend to complement one another. In contrast, opposing values, like benevolence and power or security and stimulation, often conflict.

This framework explains why two equally skilled leaders might approach decisions in completely different ways. Take, for example, a CFO who prioritises security and conformity. They’re likely to advocate for cautious expansion, strong cash reserves, and strict compliance. On the other hand, a founder driven by stimulation and self-direction might champion bold innovation and risk-taking. Neither approach is inherently better; they simply reflect different value priorities and levels of risk tolerance.

For UK directors, Schwartz’s model can be a powerful tool to translate that gut feeling of discomfort into clear insights about values and risk preferences. It can also make boardroom discussions more objective by shifting the focus from personal disagreements to value-based reasoning. By understanding this framework, you’ll be better equipped to identify common value patterns among high performers.

Common Values Among High Performers

High-performing UK directors often share a set of values that drive success, including achievement, responsibility, excellence, autonomy, and loyalty. While these values can inspire results and trust, they also come with potential pitfalls.

For example, a strong focus on achievement can lead to overwork and a tendency to tie self-worth solely to performance metrics, leaving little room to celebrate successes. Responsibility fosters dependability but can easily tip into over-responsibility, where you struggle to delegate, becoming a bottleneck and risking burnout by taking on too much.

Similarly, excellence pushes for high standards and strong reputations but can veer into perfectionism, slowing down decisions and making teams feel like their efforts are never good enough. Autonomy encourages innovation but may lead to resistance against governance, processes, or collaboration - especially in regulated industries like financial services or healthcare. Finally, while loyalty strengthens culture and reduces turnover, it can also delay tough decisions, such as letting go of underperforming executives or ending long-standing but unprofitable client relationships.

Research supports the idea that an overemphasis on performance-driven values, such as achievement or power, without balancing them with values like benevolence or self-direction, can harm wellbeing and even lead to unethical behaviour. A 2020 Deloitte survey found that 94% of executives believe a strong workplace culture is essential to business success, and 80% say shared core values are crucial to shaping that culture. To sustain high performance - both professionally and personally - it’s vital to understand your dominant values, along with their potential downsides.

How to Identify Your Core Values: A Step-by-Step Guide

Analyse Your Best and Worst Experiences

One of the most effective ways to uncover your core values is to reflect on moments when you felt truly fulfilled and times when you were deeply frustrated. Start by listing 3–5 peak experiences from both your personal and professional life. These could include leading a successful project, mentoring someone, or creating a meaningful family tradition. For each experience, note the context, your role, and the outcome. Then ask yourself: "What made this feel so meaningful?" Common answers might include autonomy, creativity, fairness, mastery, or connection.

Next, think about 3–5 difficult experiences - perhaps a toxic work relationship, feeling burnt out after a major achievement, or ongoing conflicts at home. Summarise what happened and identify what felt unacceptable. Then, translate those frustrations into value statements. For example, if you hated being micromanaged, this might point to autonomy. If someone took credit for your work, it could highlight a need for recognition or fairness. Missing important family moments might reveal a value like presence or family. By comparing these moments with your best experiences, you’ll start to see which values are absolutely essential to you and what circumstances you need to avoid or change. These reflections provide a strong starting point for refining your values further.

Tools and Exercises for Identifying Values

After mapping your experiences, structured tools can help you fine-tune your list. A value-sorting exercise is a great option: take a list of 50–100 value words and sort them into categories like "very important", "somewhat important", and "not important". Then, gradually narrow down the "very important" group. Journaling prompts can also bring clarity. Consider questions like: "When do I feel most like myself?", "What would I stand up for, even if it cost me financially or socially?", or "What do I want my team or family to remember about me?"

For those with packed schedules, quick daily or weekly reflections can work wonders. Spend 5–10 minutes at the end of each day or week answering questions like: "What drained me today and why?", "When did I feel proud of myself this week?", or "Where did I say 'yes' when I should have said 'no'?" Tag your reflections with potential values - such as autonomy, health, family, or calm. After a month, review your entries to spot recurring themes. Values that consistently show up across different roles in your life - whether as a leader, partner, parent, or friend - are likely to be your core values rather than situational preferences. Programmes like The Catalyst Method offer structured challenges, group discussions, and coaching to help you identify patterns in how you respond to real-life situations over several weeks.

Shortlist and Test Your Values

Once you’ve identified potential values, group similar terms together - words like honesty, transparency, and trustworthiness could all fall under integrity. Aim to create 5–7 clusters and choose a single word or phrase that best represents each group. Then, test these values by asking yourself questions like: "If I had to choose between this value and another in a real conflict (e.g. growth versus stability), which would I prioritise most often?" and "Where does this value already show up in my decisions?" Another helpful test: "Would I be willing to disappoint others or lose money to stay true to this value?" The values that consistently guide your time, energy, and financial choices are likely part of your core list.

To validate your shortlist, define specific behaviours tied to each value. For instance, if one of your values is family, you might commit to avoiding non-essential meetings after 17:30 or putting your phone away between 18:00–20:00 to focus on loved ones. Live with these commitments for 2–4 weeks and observe how they feel. Do you stick to them when life gets hectic? Do these behaviours feel energising and natural, or do they feel forced? Values that bring relief and satisfaction, even if they require some short-term sacrifices, are likely to be your true core values.

Applying Core Values to Work and Home Life

Turn Values into Actions and Behaviours

Once you’ve identified your core values, the challenge lies in putting them into practice in both your professional and personal life. For each value, think of 1–2 specific actions you can take in each setting. Let’s say one of your core values is excellence. At work, this might mean scheduling focused, uninterrupted sessions for deep work. At home, it could look like setting aside phone-free time to be fully present with your family. If integrity is one of your values, it might involve being honest during tough conversations at work, like addressing unrealistic goals in meetings or giving constructive feedback. At home, it could mean following through on commitments, like keeping promises about family outings or date nights.

To make these behaviours stick, try using if–then plans. For example: “If it’s after 18:30, then I will not check my work emails,” or “If a meeting overlaps with family time, then I’ll suggest a different slot.” Your calendar can become your ally in aligning your actions with your values. Block out time for value-driven activities - whether it’s exercise, one-on-one meetings with your team, or attending your child’s school events - and treat these as non-negotiable, just like client appointments. Sharing a brief values statement with your family and leadership team can also help them understand your priorities and hold you accountable. The next step? Learning how to navigate the inevitable conflicts between competing values.

Resolve Common Value Conflicts

Many professionals in the UK, especially directors and high achievers, encounter recurring value conflicts. Three common ones include: achievement versus family (like taking late-night Teams calls or catching up on emails over the weekend at the expense of family time), loyalty versus honesty (supporting a long-time team member versus giving them honest feedback on underperformance), and autonomy versus responsibility (wanting control over your schedule but feeling pressured to always be available). These tensions often show up in how you manage your calendar, respond to emails, or handle performance reviews.

To tackle these conflicts, start by identifying the values at odds. Then, prioritise them based on your current circumstances. For instance, you might decide that during launch weeks, achievement takes precedence, but on regular weeknights, family comes first. Set clear rules, like “No meetings after 17:30,” and communicate these to both your team and family. Review these rules monthly, noting any lapses and their causes. Approaching this process as a 30-day experiment - testing rules, gathering feedback, and adjusting - can help reduce the emotional weight of these decisions. It’s not about perfection; it’s about progress. Once these conflicts are managed, the focus shifts to establishing firm boundaries that protect your values.

Set Clear Work–Life Boundaries

Boundaries are essential for safeguarding your values and maintaining credibility. Start by setting email and messaging expectations, such as: “I don’t expect replies after 18:30 or during weekends.” Use tools like delayed send for emails written late at night. Block out personal commitments - like school runs or family evenings - in your calendar as private but non-negotiable, and ensure your assistant treats them as such. Introduce “no-meeting” focus periods and reserve Fridays for strategic work, explaining that this is about making better decisions, not avoiding work. For out-of-hours requests, have a standard response ready, such as: “I’ve seen this and will respond properly tomorrow morning.” This acknowledges the urgency without encouraging round-the-clock availability.

Develop rituals to transition between roles. For example, take a 15-minute walk after commuting or establish a routine when you finish work at home that signals the end of the workday. At home, use simple environmental cues - like keeping your running shoes by the door or charging your phone outside the bedroom - to reinforce your priorities. If family is one of your core values, create a 10-minute “arrival ritual” after remote work: put your phone away, ask your partner or children three meaningful questions about their day, and connect with them before moving on.

Interestingly, when leaders model these boundaries, their teams often become more focused and productive, as they learn to prioritise better and avoid presenteeism. Programmes such as The Catalyst Method can help leaders maintain these boundaries by offering structured challenges and accountability. By sticking to these boundaries, you ensure that your daily actions align with your core values, laying the foundation for sustained success in both leadership and life.

Maintain Value Alignment Over Time

Schedule Regular Reviews

Staying true to your values requires consistent self-reflection. Research on self-concordant goals highlights that regularly assessing whether your actions align with your values leads to greater effort, improved accomplishments, and enhanced well-being. For UK directors, this means carving out time weekly and quarterly to reflect.

Set aside 20–30 minutes every Friday afternoon to review your calendar. Ask yourself: "Where did I fully embody my values this week? Where did I fall short? What can I adjust for next week?" Instead of relying on good intentions, use your calendar as evidence. For instance, if family is a core value but you worked late multiple evenings, that’s a clear sign of misalignment. The goal isn't guilt but making adjustments.

Once a month, spend 45–60 minutes identifying patterns across work and home. Reflect on questions like: "Which value have I overlooked the most?", "What caused this?", and "What one change can I make this month to realign?" Align these reviews with existing cycles, such as month-end reporting. Quarterly, dedicate 60–90 minutes to reassess your top values, refine your goals, and plan bigger changes. Sync these sessions with financial quarters or board meetings to make them a natural part of your routine.

To make these reviews a habit, tie them to existing cues. For example, do your weekly check-in after your last meeting on Friday or first thing Monday morning before tackling emails. Keep it simple - a single page of prompts is enough. For especially busy weeks, even a quick 10-minute review with questions like "What did I agree to that I shouldn’t have?" or "What one decision can protect my values this week?" can make a big difference. Share this process with your PA, who can help protect these time slots, ensuring you stay consistent. Over time, these check-ins help strengthen your accountability and tracking systems.

Use Accountability and Community Support

Regular reviews are a great start, but external accountability can take your commitments to the next level. Research from the American Society of Training and Development shows that people who set goals and have an accountability partner achieve those goals 76% of the time, compared to just 43% for those who go it alone. For directors juggling board responsibilities and family life, this kind of support can be invaluable.

Peer accountability works especially well when it’s structured. Consider joining or forming a small group of UK directors or business leaders. Meet monthly to focus on one value (like balance, courage, or presence), discuss a challenging decision, and commit to a specific action for the next meeting. Clearly define what "off-track" behaviour looks like - such as missing family dinners more than twice a week - and schedule regular check-ins to stay on course.

Professional accountability, such as coaching or structured programmes, can also be highly effective. The Catalyst Method offers a 30-day programme with actionable challenges, community support, live calls, and direct coaching. Participants often report increased confidence and quicker, clearer decision-making that aligns with values like leadership and integrity. Take James Smith, for example, who shared:

"Having the group to help you through is perfect, Harry was so helpful and on our 1-to-1 session we pushed to get a better job and I did it!"

Similarly, Steff Young noted:

"The 5 challenges were easy to do but honestly, it has improved my confidence so much! I have now asked for a payrise and got it!"

Accountability doesn’t have to be limited to professional settings. Personal or family support can be just as effective. Ask a partner or close friend to call you out if they notice you slipping, like working late every night. Regularly review family commitments together to ensure everyone is on the same page. The key is to make these expectations clear rather than assuming someone will step in when you drift.

Track and Adjust with Systems

Once you’ve established a review routine and accountability support, tracking your progress helps ensure you stay aligned with your values. As the saying goes, "What gets measured gets managed." A simple values scorecard can help. Create a one-page tool listing your 3–7 core values with weekly columns to rate how well you’ve lived each value on a scale of 1 to 10. For example, a UK managing director might include values like "Family", "Health", "Excellence", and "Integrity." At the end of each week, rate your performance - for instance, "Family – 6 (three late nights, but one family day protected)" or "Health – 4 (no exercise, poor sleep)" - and jot down a note. Then, set one small action per value for the week ahead, like booking gym sessions, protecting Sunday lunch, or scheduling uninterrupted work time.

Over time, trends in your scorecard can reveal persistent misalignments. If your "Health" score has been consistently low, it might indicate the need for bigger changes, like adjusting travel commitments or seeking additional support. Some leaders integrate this scorecard into a KPI dashboard, while others prefer a notebook or spreadsheet. The format doesn’t matter as much as the regular review and adjustments.

Use digital tools to colour-code your calendar and tasks by value - blue for "family", green for "health", red for "work excellence" - so you can quickly assess whether your schedule reflects your priorities. To avoid feeling overwhelmed, introduce one system change at a time, only adding more once the first becomes routine.

Pay attention to warning signs of misalignment. Recurring guilt about missed family time, thoughts like "This isn’t who I want to be", over-reliance on short-term coping mechanisms (like late-night scrolling or constant email checking), or physical signs like poor sleep or tension headaches can all signal a drift. If a loved one says, "You’re never really here", take it as a wake-up call. Act quickly: write down your top five values and circle the one you’ve neglected most, cancel or delegate a non-essential task, have an honest conversation with someone important, and block out restorative time in the next week. If the issue persists, consider booking a one-off coaching session or joining a short programme to regain focus and accountability.

Conclusion: Value Alignment as a Continuous Practice

Key Takeaways

Core values serve as a dependable guide, especially when you're under pressure or facing tough decisions. Knowing what truly matters - whether it's integrity, family, personal growth, or wellbeing - helps you make quicker, more consistent choices about strategy, priorities, and relationships. It also builds trust in your leadership because people understand what you stand for and can predict how you'll respond.

For directors in the UK, filtering decisions through core values is essential. To do this effectively, you need to define, apply, and review your values regularly. Start by identifying the principles that genuinely motivate you. Then, translate those values into clear, actionable behaviours - if "family first" is a priority, it might mean leaving the office by 18:30 three days a week. Align your schedule, decisions, and leadership style with these values, and treat this alignment as an ongoing process. It’s not something you can address in a single workshop. Regular reviews, feedback, and adjustments are crucial as your role and circumstances evolve.

Next Steps for High Performers

To put these ideas into action, carve out 60 minutes in the next week to finalise your top five core values and outline specific behaviours for each one. Choose one value to focus on and commit to one or two small behaviour changes over the next 30 days - like having device-free dinners three nights a week or avoiding meetings after 17:30 on Fridays. Share your commitments with someone you trust and ask them to check in with you halfway through the month and again at the end. Schedule a 10-minute reflection each week (Friday afternoons work well) to review your progress and make adjustments.

For those who want extra structure and accountability, a programme like The Catalyst Method could help. This 30-day programme offers actionable challenges, community support, live calls, meditation practices, and direct access to a coach. For a deeper dive, their 12-week one-to-one coaching programme includes bi-weekly calls, WhatsApp support, and guidance on applying core values and boundaries effectively. Participants often find they make clearer decisions, speak up with more confidence, and feel calmer and more in control by implementing small, values-driven changes.

Perspective x Core Values x Purpose | The 3 Pillars of Clarity

FAQs

What’s the difference between core values and aspirational values?

Core values are the bedrock of what drives your decisions and behaviours - they represent your true self and tend to stay constant throughout your life. Aspirational values, however, are the traits or ideals you strive to embrace but might not fully reflect just yet.

In simpler terms, core values act as your compass, guiding your everyday choices, while aspirational values highlight areas where you want to grow or improve. Understanding this difference allows you to set goals that align more closely with who you are at your core.

How can I check if my actions align with my core values?

To make sure your actions match your core values, begin by considering whether your decisions align with your personal and professional priorities. Take note of how your choices affect you emotionally - do they give you a sense of fulfilment, or do they create inner conflict? Seeking advice from trusted colleagues or mentors can also offer helpful perspectives.

Practical ways to stay aligned include keeping a journal to regularly track your decisions and evaluate if your behaviour reflects your values. You might also find structured activities like confidence-building challenges or coaching sessions useful for staying focused on what matters most to you.

How can I balance work commitments with family priorities when they conflict?

Balancing work and family priorities begins with understanding your core values and establishing clear boundaries. Open communication is key - talk honestly with both your colleagues and loved ones to ensure everyone is on the same page, reducing the risk of misunderstandings.

Develop habits that nurture both aspects of your life. For instance, set aside dedicated time for family activities and plan your work tasks carefully to prevent them from clashing. Gaining confidence in managing these priorities can give you a sense of control and help you stay aligned with what truly matters to you.

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