Coaching Core Values Examples: 10 Evidence-Based Coaching Practices

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Coaching Core Values Examples, these are the strongest matches in the current practice library.

Practices that may help

1. Make core values operational, not decorative
   Use core values in hiring, recognition, and decision-making — not just on the website.
   The Rockefeller Habits: Scaling Up with Rhythm and Focus
2. Values clarification: what matters most to you?
   Identify 3–5 core values — not what you should value, but what actually matters when life is stripped back.
   Values-Based Action (ACT), Made Practical
3. Model the values you expect (idealized influence)
   Become a living example of the values you want your team to hold.
   Transformational Leadership, Made Practical
4. Map your values across the four life domains
   Write one core value statement for each domain — work, relationships, personal growth, leisure — before touching the bullseye.
   Values Bullseye, Made Practical
5. Values Clarification, Made Practical
   Values clarification is the work of naming what matters most to you, sorting the genuine priorities from the inherited ones, and using them to guide real choices. The methods — card sorts, ranking, value-consistent action — draw heavily on values work in acceptance-and-commitment therapy (ACT), which has clinical support; living in line with your values correlates with wellbeing in observational research.
6. Review the bullseye weekly to track real movement
   Re-mark each domain every week and compare — small outward or inward shifts are your feedback loop.
   Values Bullseye, Made Practical
7. Use the eulogy / future-self lens
   Imagine how you’d want to be remembered to reveal the values you’d defend most.
   Values Clarification, Made Practical
8. Lead from the relationship building domain — hold the team together
   People strong in relationship building are the glue that holds a team’s cohesion under pressure.
   Strengths-Based Leadership, Made Practical
9. Values Bullseye, Made Practical
   The values bullseye, developed by Tobias Lundgren within the ACT framework, is a visual exercise in which you rate how close your current behavior is to the bullseye in four life domains — work, relationships, personal growth, and leisure. It converts abstract values into a concrete gap-analysis, making it easier to choose one committed action that moves you toward the center. The exercise is part of the established ACT toolkit; direct evidence for the instrument is limited but the underlying ACT framework has substantial support.
10. Hire people who share the Why, not just the skills
    Skills can be learned; shared belief cannot — filtering for Why-alignment at hiring is the highest-leverage culture move.
    Start With Why: Leading Through Purpose

Does this sound like the set of challenges you might be facing?

• We’ve got nice-sounding values up on the wall and the website, but they do nothing in the room when a real hiring or judgment call is on the table→
• If someone asked me what I actually care about, I’m not sure I could answer honestly→
• I stand up and tell my team what we value, but I’ve started to wonder whether my own choices actually match the words→
• I pour everything into one part of my life→
• Working on my values feels like an endless aspiration with no scoreboard→

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