Examples of Coaching Values: 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 Examples of Coaching Values, these are the strongest matches in the current practice library.

Practices that may help

1. 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
2. Model the values you expect (idealized influence)
   Become a living example of the values you want your team to hold.
   Transformational Leadership, Made Practical
3. 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
4. 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
5. Create thinking space rather than filling every meeting with content
   The most valuable thing a coaching manager provides is protected time and space for reflection — which most teams never get.
   The Leader as Coach: A New Management Paradigm
6. Close the GROW loop with session review
   At the start of the next session, review what was committed and what actually happened before setting a new goal.
   The GROW Coaching Model, Made Practical
7. Values-Based Action (ACT), Made Practical
   Values-based action in Acceptance and Commitment Therapy (ACT) means choosing behaviors that are consistent with what matters most to you — your values — rather than behaviors driven by avoidance of pain or approval-seeking. ACT distinguishes values (directions, ongoing) from goals (destinations, finishable); the emphasis is on the quality of action in the present rather than outcome attainment. ACT has robust meta-analytic support; values-based action is identified as a core mechanism.
8. 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
9. Clarify the Goal with precision
   Establish exactly what the person wants to achieve — not the presenting topic, but the specific, owned outcome.
   The GROW Coaching Model, Made Practical
10. Ask "If you’re saying yes to this, what are you saying no to?"
    Every yes is a yes-at-the-expense-of-something — making the trade-off explicit is the most useful thing a coach can do.
    The Coaching Habit: Seven Questions to Be More Coach-Like

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

• 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→
• 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→
• Working on my values feels like an endless aspiration with no scoreboard→
• My team lives in pure execution mode, head down, one fire after another, and so do our meetings→

Describe your situation in your own words to search the complete practice library.