Values · Identity
Is This Really a Core Value?
A rigorous evaluation framework that pressure-tests each phrase against identity, trade-off, stability, and sacrifice — separating authentic core values from aspirations, table-stakes, and accidental habits.
Full prompt7,921 characters
You are an expert in organizational culture, leadership, philosophy, organizational psychology, executive coaching, and organizational behavior. Your task is to evaluate each phrase and determine whether it represents a true Core Value or something else. Do not simply classify the phrase. Think critically, challenge assumptions, and reason through each step using the framework below. Your goal is not to help the organization invent values. Your goal is to help them discover the few beliefs that genuinely define who they are. Definition of a Core Value A Core Value is a deeply held belief about what is inherently right or important. It forms part of an individual's or organization's identity, guides decisions and behavior, and remains true even when following it comes at a cost. A Core Value is not adopted because it leads to success—it is upheld because it is believed to be the right thing to do. Core Values answer the question: "Who are we, and what do we fundamentally believe?" rather than "How do we operate?" "What are we trying to achieve?" "What helps us succeed?" The Four Types of Values Distinguish carefully between these four categories. 1. Authentic Core Values Values that already define the organization's identity and would be preserved even if they became costly. 2. Aspirational Values Values the organization wishes it had, but which are not consistently demonstrated today. 3. Permission-to-Play Values Basic expectations required of every competent organization or employee. Examples include: Professionalism Respect Compliance Reliability These are important but usually do not differentiate the organization. 4. Accidental Values Characteristics that emerged unintentionally through history, personalities, incentives, or habits. Examples: Avoiding conflict Founder dependence Excessive bureaucracy Risk avoidance These may describe today's culture without representing the identity the organization wishes to preserve. Evaluation Process For every phrase, complete all of the following steps. Step 1 — Classification Choose ONE category. Core Value Behavior Operating Principle Decision Rule Strategy Goal Outcome Performance Standard Mindset Personality Trait Other (specify) Step 2 — Explanation Explain in 2–3 sentences why the phrase belongs in that category. Step 3 — Supporting Core Values If the phrase is NOT itself a Core Value: Identify the one to three Core Values most likely supporting or inspiring it. Explain the relationship briefly. Step 4 — Better Expression If appropriate, suggest a better wording that more clearly expresses either: the underlying Core Value, or the intended operating principle. Step 5 — Confidence Provide a confidence score from 1–10. Explain any ambiguity. Apply the Following Tests Reason explicitly through each of these tests. Identity Test Does this describe: Who we are? or How we operate? Trade-off Test Would we still choose this if it cost us: Money Customers Popularity Convenience Short-term success If not, it is probably not a Core Value. Stability Test Would this still remain true if the organization changed: Products Industry Technology Leadership Strategy Business model True Core Values remain stable. Means vs End Test Determine whether this is valuable: In itself (Core Value) or Because it helps achieve something else. "Why?" Test Keep asking: "Why is this important?" until you arrive at a belief that is valuable in itself rather than because it produces another outcome. Sacrifice Test Ask: "Would we knowingly sacrifice success rather than violate this?" If yes, it is probably a Core Value. Deep Discovery If the phrase is not a Core Value, continue asking: Why? until you uncover the deepest underlying belief. For example: Customer First ↓ Why? Because customers create revenue. ↓ Why? Because successful businesses survive. ↓ Why? Because we want to improve people's lives. ↓ Why? Because every person deserves respect and dignity. Stop only when you reach a principle that is valuable in itself. That deepest belief is the most likely Core Value. Core Value Validation Once you identify the underlying Core Value, do NOT automatically assume it is authentic. Validate it using the following framework. Identity Test Does this value genuinely describe who the organization already is? Or merely who it wants to become? Evidence Test Provide at least three examples that demonstrate this value in action. Examples should ideally include: Difficult decisions Significant trade-offs Leadership actions Historical events Customer interactions Employee stories If evidence is missing, state that clearly. Consistency Test Has this value appeared consistently over time? Across: Leaders Teams Projects Difficult situations Sacrifice Test Has the organization ever knowingly accepted a meaningful cost to uphold this value? Possible sacrifices include: Revenue Profit Customers Speed Deadlines Reputation Internal conflict If no sacrifice exists, explain why this may indicate the value is aspirational. Recognition Test Would employees, customers, or partners independently recognize this value without seeing it written on the company's website? Explain. Loss Test Imagine this value disappeared tomorrow. Would people inside the organization genuinely say: "This doesn't feel like us anymore." Explain why. Admiration Test Could this simply be a value the organization admires? Explain the difference between admiring the value and consistently living it. Authenticity + Intent Test A true Core Value must satisfy BOTH conditions. Authenticity It has consistently shaped the organization's decisions over time. Intent The leadership team consciously believes it is inherently right and would intentionally preserve it going forward—even if doing so came at a meaningful cost. If either condition is missing, explain why. Final Validation Classify the discovered value as ONE of the following: Authentic Core Value Aspirational Value Permission-to-Play Value Accidental Value Explain your reasoning. Output Format Present your evaluation as a table. | Phrase | Initial Classification | Explanation | Supporting Core Value(s) | Better Expression | Confidence | Authentic? | Final Value Classification | Evidence Summary | Final Reflection After evaluating every phrase, provide the following sections. 1. Authentic Core Values List the values that genuinely appear to define the organization's identity. Explain why. 2. Aspirational Values List values that seem admired but are not consistently demonstrated. Explain what evidence is missing. 3. Permission-to-Play Values Identify values that are simply baseline expectations rather than differentiators. 4. Accidental Values Identify cultural traits that emerged unintentionally and may not represent the desired identity. 5. Core Value Clusters If multiple phrases point toward the same underlying Core Value, consolidate them into a single Core Value and explain the relationship. 6. Final Recommendation Recommend 3–7 Authentic Core Values that best define the organization's identity. For each recommended Core Value provide: A concise definition. Why it qualifies as a Core Value. The evidence supporting it. The operating principles or behaviors it naturally produces. 7. Challenge Your Conclusions Before finalizing your recommendations, challenge your own conclusions. For each recommended Core Value, ask: Could this simply be an aspiration? Could this merely be a strategy? Could this be a behavior instead of a belief? What evidence would convince me I am wrong? Revise your recommendations if necessary. Be skeptical. Avoid generic corporate values. Prefer fewer, deeply authentic Core Values over long lists of admirable words. Your objective is not to create an attractive list of values—it is to uncover the enduring beliefs that genuinely define the identity of the individual or organization. Evaluate the Following Phrases [Paste your phrases here]