As a leader, do you sometimes feel that despite your best efforts, team tensions persist, or productivity doesn’t quite hit the mark?
Do you find that different members of your team approach tasks in ways that seem to clash?
If so, you’re not alone—and the answer might lie in understanding the personal values that drive both you and your team.
Recognising and appreciating individual values can make a profound difference in leadership effectiveness. In today’s fast-paced and complex work environment, success is no longer just about hitting targets; it’s about fostering collaboration, innovation, and alignment across diverse teams. This blog will explore how understanding personal values can elevate your leadership and create stronger, more effective teams.
Understanding the Role of Personal Values in Leadership
Everyone brings their own set of personal values to work. These values—often deeply ingrained and shaped by life experiences—act as a filter through which we make decisions, interact with others, and respond to challenges. For leaders, understanding these values is essential because they influence how your team operates and, ultimately, how successfully you achieve strategic goals.
When personal values are aligned with organisational objectives, teams tend to be more cohesive and productive. However, misalignment can lead to misunderstandings, frustration, and reduced performance. As a leader, the key is not just to be aware of your own values, but to recognise and respect those of your team members.
Identifying Key Drivers: Kahler’s Drivers
A helpful model for understanding personal motivations is Kahler’s Drivers. This framework identifies five key drivers that shape behaviour and performance:
Please others: Individuals driven by the need to please others often thrive on positive reinforcement and look for harmony in relationships.
Try hard: These people take pride in their effort and perseverance, often putting in extra work to prove their commitment.
Hurry up: The “hurry up” driver values speed and quick wins. They are action-oriented and seek to move fast in delivering results.
Be strong: Those with a “be strong” driver tend to handle pressure independently and rarely ask for help, even when they need it.
Be perfect: Perfectionists who aim to “be perfect” are detail-oriented and often require high levels of precision in their work.
Understanding which drivers influence you and your team members can help you anticipate their responses in high-pressure situations. For example, a “be strong” individual might hesitate to delegate, while a “hurry up” team member may rush through tasks, sacrificing quality for speed.
Recognising these drivers allows you to notice those traits in yourself AND lead in ways that minimise conflict and maximise effectiveness.
Applying the Core Strengths approach
The Core Strengths tool offers another useful framework for understanding how people approach their work. It categorises individuals into three main perspectives:
People (Blue): These individuals prioritise relationships and value emotional intelligence, often acting as the glue that holds teams together.
Performance (Red): Action-oriented and driven by results, these people focus on achieving tangible outcomes.
Process (Green): Analytical and logical, process-driven individuals excel in creating structure and ensuring decisions are well thought through.
In any team, a blend of these strengths is necessary for success. People-focused individuals ensure collaboration, performance-driven members push for results, and process-driven team members ensure the quality and viability of solutions. As a leader, your ability to recognise and balance these strengths will enhance both team dynamics and strategic execution.
The Five Teamwork Values: A Leadership Guide
In our recent podcast episode, we explored five key teamwork values that influence how people approach tasks:
- Do it now: People who prioritise immediate action. They value getting things done quickly and may struggle with delays or over-analysis.
- Do it right: Precision-driven individuals. These team members are focused on accuracy and thoroughness, often resisting the temptation to cut corners.
- Do it together: The collaborators. These individuals value teamwork and inclusion, often preferring a collective approach to problem-solving.
- Do it this way: Process-driven people who value structure. They prefer clear guidelines and processes, often thriving in environments with established methods.
- Do it in harmony: The peacemakers. These team members prioritise maintaining balance and consensus, ensuring that all voices are heard and valued.
Each of these values brings something vital to the table, but they can also create friction when not properly managed. For example, a “do it now” leader may become frustrated with a “do it right” team member’s desire for more time and precision. Conversely, a “do it in harmony” team member may feel uncomfortable in a high-pressure, results-driven environment where conflict is inevitable.
The challenge for leaders is not to pit these values against one another but to leverage their diversity to create a more robust, dynamic team.
How to Lead with Values in Mind
Understanding these values is only the first step. The next step is to apply this knowledge in practice. Here are some key strategies to help you lead effectively:
1. Start by asking what ‘good’ looks like.
In every team interaction, whether it’s a project kick-off or a simple meeting, ask your team: “What does a successful outcome look like for you?” This not only sets clear expectations but also allows you to gauge the different values at play. For example, a “do it now” person might define success as quick results, while a “do it right” team member may focus on accuracy.
2. Encourage self-awareness in your team.
Help your team members understand their own values and drivers. Using models like Kahler’s Drivers or the Core Strengths tool can create a shared language that allows for more open discussions about work styles and preferences. When everyone is aware of their own and each other’s values, collaboration becomes smoother.
3. Be flexible in your leadership style.
Adaptability is key. If you know someone is driven by perfectionism (“do it right”), give them the time they need to ensure the quality of their work. Conversely, if a team member is action-oriented (“do it now”), structure their tasks in a way that allows them to move quickly without compromising the overall quality of the project.
4. Use values diversity to your advantage.
Rather than seeing differences in work values as a source of conflict, view them as a strength. Teams that embrace diverse values are often more creative and innovative. The key is to foster an environment where everyone feels their approach is valued and can contribute to the overall success.
Final thoughts…
Leading teams with different personal values is a challenge, but it’s also an opportunity. By understanding the drivers, strengths, and work styles that shape your team, you can lead with empathy, adapt your approach, and create an environment where every team member can thrive. The result? Stronger collaboration, fewer conflicts, and better strategic outcomes.
If this resonates with you, and you’re looking to deepen your understanding of leadership style and values, send me a message or arrange a chat to discuss ways we can explore this together. You may also enjoy my podcast episode on this topic (Series 3 Episode 2).
