The Values Index

WHAT WHY HOW

Luffy Manga
August 27, 2010

This Innermetrix Values Index is a combination of the research of Dr. Eduard Spranger
and Gordon Allport into what drives and motivates an individual. The seven dimensions
of value discovered between these two researchers help understand the reasons that
drive an individual to utilize their talents in the unique way they do. This Values Index
will help you understand your motivators and drivers and how to maximize your
performance by achieving better alignment and passion for what you do.

Anthony Robbins Coaching

www.tonyrobbins.com
800-455-8183

© 2010 Copyright Innermetrix UK US South Africa Australia Asia Middle-East 1

 Introduction

About This Report

Research conducted by Innermetrix shows that the most successful people share the common

trait of self-awareness. They recognize the situations that will make them successful, and

this makes it easy for them to find ways of achieving objectives that resonate with their

motivations. They also understand their limitations and where they are not effective and this

helps them understand what does not inspire them or what will not motivate them to succeed.

Those who understand their natural motivators better are far more likely to pursue the right

opportunities, for the right reasons, and get the results they desire.

This report measures seven dimensions of motivation. They are:

• Aesthetic - a drive for balance, harmony and form.

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• Economic - a drive for economic or practical returns.

• Individualistic - a drive to stand out as independent and unique.

• Political - a drive to be in control or have influence.

• Altruistic - a drive for humanitarian efforts or to help others altruistically.

• Regulatory - a drive to establish order, routine and structure.

• Theoretical - a drive for knowledge, learning and understanding.

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 Seven Dimensions of Value and Motivation

The Elements of the Values Index

This Values Index is unique in the marketplace in that it examines seven independent and

unique aspects of value or motivation. Most other values instruments only examine six

dimensions of value by combining the Individualistic and Political into one dimension. The

Values Index remains true to the original works and models of two of the most significant

researchers in this field, thus delivering to you a profile that truly helps you understand your

own unique motivations and drivers.

Also, the Values Index is the first to use a click & drag approach to rank the various statements

in the instrument, which makes taking the instrument more intuitive, natural and in the end

you can actually create the order you see in your mind on the screen.

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Finally, the Values Index instrument contains the most contemporary list of statements to

make your choices more relevant to your life today, which helps ensure the most accurate

results possible.

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 Seven Dimensions of Value and Motivation

A closer look at the seven dimensions

Values help influence behavior and action and can be considered

somewhat of a hidden motivation because they are not readily
observable. Understanding your values helps to tell you why you prefer
to do what you do.
It is vital for superior performance to ensure that your motivations are
satisfied by what you do. This drives your passion, reduces fatigue,
inspires you and increases drive.

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Value The Drive for

Aesthetic - Form, Harmony, Beauty, Balance

Economic - Money, Practical results, Return

Individualistic - Independence, Uniqueness

Political - Control, Power, Influence

Altruistic - Altruism, Service, Helping others

Regulatory - Structure, Order, Routine

Theoretical - Knowledge, Understanding

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 Seven Dimensions of Value and Motivation

Executive Summary of Luffy's Values

High Very much prefers form, harmony, and balance. Likely a strong advocate for
Aesthetic green initiatives and protecting personal time and space.

Low
Team player, and may put others' needs before self.
Economic

High Has no problem standing up for own rights, and may impart this energy into
Individualistic others as well.

High
Able to accept the credit or take the blame, with 'the buck stops here' attitude.
Political

Average
Concerned for others without giving everything away; a stabilizer.
Altruistic

Low Able to be a multi-threaded problem solver, able to shift gears and projects in
Regulatory a flexible way.

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Very High Passionate about learning for its own sake. Continually in learning mode and
Theoretical bringing a very high degree of technical or knowledge base credibility.

100

90

80
75
70
66
60 60
55
50 1 SD
45
40 norm

30 1 SD
25 26
20

10

Aesthetic Economic Individualistic Political Altruistic Regulatory Theoretical

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 Your Aesthetic Drive

The Aesthetic Dimension: The main motivation in this

75
60
66 value is the drive to achieve balance, harmony and find
55
45 form or beauty. Environmental concerns or “green”
25 26 initiatives are also typically prized by this dimension.

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General Traits:
• Enjoys creative expression in both work and personal settings.
• Is more sensitive to issues of balance and harmony than others.
• You may like rewards that are not always attached to economic rewards, and may include
other types of appreciation.
• Achieving work that does not detract from the beauty of the world is important.
• Prefers an enjoyable and visually pleasing work environment.

Key Strengths:
• Will be a creative problem solver.

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• Takes strong interest in how an objective or work can help support the environment or
balance in life.
• Form may hold more interest than function.
• Tends to want more than just the typical job satisfaction. May want more work/life balance,
more creativity and more aesthetically pleasing surroundings.
• You show the ability to see common things in new ways, and can bring creativity to the
team as a result.

Motivational Insights:
• Show a genuine interest in the expressed thoughts or emotions of others.
• Will be highly motivated by aesthetically pleasing activities (e.g., creativity, beautification,
more balanced, green initiatives, etc.)
• Don't allow others to over-use or abuse your creative nature.
• Allow for outside activities other than strictly work related all the time.
• You bring a lot of creativity to the table. Be certain that this is encouraged to its fullest
potential.

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 Your Aesthetic Drive (Continued)

The Aesthetic Dimension: The main motivation in this

75
60
66 value is the drive to achieve balance, harmony and find
55
45 form or beauty. Environmental concerns or “green”
25 26 initiatives are also typically prized by this dimension.

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Training/Learning Insights:
• Link new knowledge to new ways to be creative or achieve better harmony and balance
in work and life.
• You have the ability to connect training and development to other's needs and interests.
• As you learn new things in training or professional development attempt to link those to
your ability to see new or creative solutions in the future.

Continual Improvement Insights:

• Might tend to get a little too creative or inventive sometimes, which can create
unnecessary risks.

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• Needs to remember that sometimes function is all there is time for, or all that is needed
(don't deliver a Cadillac when a Chevy will suffice).
• May need to focus on the practical or economic side of an issue more frequently.
• Remember that it is OK that some don't appreciate artistry, balance or harmony as much
as you.
• Could use the creative mode as a safety blanket to avoid having to be overly practical.

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 Your Economic Drive

The Economic Dimension: This dimension examines

75
60
66 the motivation for security from economic gain, and to
55
45 achieve practical returns. The preferred approach of
25 26 this dimension is a professional one with a focus on
bottom-line results.
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General Traits:
• Luffy scores in a range that indicates a lower interest in materialistic, or that he has
already achieved a level of material security.
• While not driven by money, some in this score range may be sensitive to perceived
inequities in wages and salaries, and do not want to be taken advantage of in that process.
• Check the full results and graph of the inventory to determine those values that were
ranked in a higher field than the Economic area.
• Tends to be easy-going and supportive of others on the team.
• Motivated by money to have needs met, but money itself is not a primary driving factor.

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Key Strengths:
• Monetary compensation is a basic function, but look to higher levels of value in the report
to connect with where the real passion lies.
• Excellent team player and team member.
• Rarely (if ever) looks at a project with a "what's in it for me" perspective.
• An attitude of "We're all in this together, so let's work together."
• Sensitive and responsive to the "people-side" of work related activities.

Motivational Insights:
• Avoid mundane tasks.
• Provide options for taking on tough challenges.
• Praise for continued contributions to the job, sometimes even without highly visible
recognition.
• Allow time in the schedule for helping others as Luffy chooses.
• Consider the strengths of the "total person" when considering rewards and incentives.
Perhaps consider non-tangible or environmental rewards.

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 Your Economic Drive (Continued)

The Economic Dimension: This dimension examines

75
60
66 the motivation for security from economic gain, and to
55
45 achieve practical returns. The preferred approach of
25 26 this dimension is a professional one with a focus on
bottom-line results.
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Training/Learning Insights:
• Comes to a training or development function typically without a 'What's in it for me?'
attitude.
• May prefer team-oriented activities, to work and share ideas with others.
• Scores like those who enjoy a more cooperative learning style.
• May prefer less competition between learning groups.

Continual Improvement Insights:

• May avoid making tough decisions that may negatively impact others on the team.
• May need coaching to increase revenue awareness or profit motivation.

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• Avoid spreading self too thin by taking on responsibilities that could be delegated to others.
• May need training on tools to help his do the job more effectively.
• Needs to be aware of others who may have a stronger Economic drive, and respect the
differences.

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 Your Individualistic Drive

The Individualistic Dimension: The Individualistic

75
60
66 dimensions deals with one's need to be seen as unique,
55
45 independent, and to stand apart from the crowd. This
25 26 is the drive to be socially independent and have
opportunity for freedom of personal expression.
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General Traits:
• Enjoys work and assignments, which gives one standing in the eye of others and evokes
respect.
• Prefers to make his own decisions about how an assignment or project is to be
accomplished.
• Experience a feeling of accomplishment in being recognized for completing a tough
assignment in a creative way.
• Likes to have his own niche; the place where he can excel.
• Scores like those who are comfortable being in the limelight, and enjoy demonstrating
their uniqueness or creativity.

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Key Strengths:
• Desires to be an individual and to celebrate differences.
• Brings a variety of different and energetic ideas to the workplace.
• Brings creative ideas.
• Enjoys making presentations to small or large groups, and is generally perceived as
engaging presenters by his audiences.
• Realizes that we are all individuals and have ideas to offer.

Motivational Insights:
• Provide an environment where Luffy has space to demonstrate his unique contributions
to the team.
• Luffy may bring a variety of strengths to the team that may not have been utilized; explore
the possibilities of expanding these opportunities.
• Let him work with an idea, develop it, and run with it for a while before making a judgement.
• Be open to new ideas Luffy may offer, and realize that he may do things a bit differently
than standard operating procedures.
• Remember that even as attention from others is important, he may also desire some

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 Your Individualistic Drive (Continued)

The Individualistic Dimension: The Individualistic

75
60
66 dimensions deals with one's need to be seen as unique,
55
45 independent, and to stand apart from the crowd. This
25 26 is the drive to be socially independent and have
opportunity for freedom of personal expression.
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Training/Learning Insights:
• Learning and professional development activities should be flexible, having a wide variety
of options.
• Attempt to provide enough creative space for him to express his uniqueness.
• Allow for some experimental or non-routine types of options.
• Link some of the benefits of the learning activity to enhancing ability to make a special
and unique contribution to the team.

Continual Improvement Insights:

• Sometimes the very unique approaches do not always result in complete success, and

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may sometimes cause conflict with others if sensitivity is not used.
• Sometimes individuals with this high Individualistic score if in a presentation situation,
may spend excess time telling (or selling) the audience on their own uniqueness, rather
than discussing the topic of the presentation.
• Potential value clashes with others may be reduced through increased awareness and
sensitivity to the needs of others.
• May need to remember that his good ideas aren't the only good ideas.
• May need to listen more to others and speak less.

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 Your Political Drive

The Political Dimension: This drive is to be seen as

75
60
66 a leader, and to have influence and control over one's
55
45 environment or success. Competitiveness is often
25 26 associated with those scoring high in this motivation.

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General Traits:
• Bottom-line approach to getting things done.
• Enjoys a feeling of accomplishment in getting a difficult job done on his own.
• Uses power and control effectively to keep projects moving.
• Seeks competition.
• Enjoys winning.

Key Strengths:
• A ‘buck stops here' approach to business and getting things done.
• A high energy level to work hard at meeting goals.

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• Accepts struggle and hard work toward a goal.
• Able to plan and design work projects for teams to accomplish.
• Able to plan and control his own work tasks.

Motivational Insights:
• Scores like others who may feel stifled if surrounded by many constraints.
• May like to be seen as a catalyst for change.
• May need to be more willing to share the attention and successes for wins.
• Enjoys status and esteem in the eyes of others.
• Provide freedom to take risks, but also indicate the boundaries and limits to the risk-
taking freedom.

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 Your Political Drive (Continued)

The Political Dimension: This drive is to be seen as

75
60
66 a leader, and to have influence and control over one's
55
45 environment or success. Competitiveness is often
25 26 associated with those scoring high in this motivation.

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Training/Learning Insights:
• Some who share this score range may prefer independent study instead of group or team
learning activities.
• If group activities are involved, attempt to build in some competition and group leadership
events.
• Provide for a variety of learning and professional development options.
• Scores like those who frequently show an interest in leading some training or professional
development activities.
• Provide for individual recognition for exceptional performance.

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Continual Improvement Insights:
• May need to be more sensitive to the needs of others on the team.
• May be perceived as one who oversteps authority without cause.
• May show impatience with others who don't see the big picture as clearly.
• May need to soften his own agenda at times and allow for other ideas and methods to
be explored.
• May project a high sense of urgency which may also translate to some as a high intensity.

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 Your Altruistic Drive

The Altruistic Dimension: This drive is an expression

75
60
66 of the need or drive to benefit others in a humanitarian
55
45 sense. There is a genuine sincerity in this dimension to
25 26 help others, give of one's time, resources and energy,
in aid of others.
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General Traits:
• Will not create an imbalance between own needs and those of others.
• Is able to see the points of view from both the higher and lower Altruistic score locations.
• Has a good sense for when to freely help others, and when to say "No."
• Can be a good mediator between those who give too much and those who don't give
enough.
• Very much in line with the average level of altruism seen in business environments.

Key Strengths:
• A solid balanced view of helping others without doing everything for them.

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• Possesses a realistic and practical approach to helping others help themselves.
• Appreciates the need to help others without sacrificing one's own self too much.
• Willing to pitch in and help others as needed.
• Sees value in benefiting others through personal actions.

Motivational Insights:
• Is practical in how much to help others versus other objectives.
• Possesses a healthy balance between a self focus and a focus on others.
• Will strike a moderate level of giving and taking in interactions with others.
• Has a very typical level of appreciation for others relative to the general working world.
• Will be good judge of how much to involve others versus making the command decision.

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 Your Altruistic Drive (Continued)

The Altruistic Dimension: This drive is an expression

75
60
66 of the need or drive to benefit others in a humanitarian
55
45 sense. There is a genuine sincerity in this dimension to
25 26 help others, give of one's time, resources and energy,
in aid of others.
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Training/Learning Insights:
• To better motivate by incorporating other motivators that are higher in drive and score
locations.
• Is flexible between learning with a team or learning independently.
• Enjoys learning that highlights both their own personal gain, but also some altruistic
aspect as well.
• Likely supportive of the trainers themselves.

Continual Improvement Insights:

• Will be more influenced by other motivations in the report that are higher and when

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connected with, will return much more passion and drive.
• Might benefit from taking more of a lead, as opposed to waiting for others to lead.
• Needs to know that efforts to help others are practical and deliver a business benefit as
well.
• Respect those who may not share your interest in understanding or benefiting others.

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 Your Regulatory Drive

The Regulatory Dimension: The Regulatory drive

75
60
66 indicates one's drive to establish order, routine and
55
45 structure. This motivation is to promote rules and
25 26 policies, a traditional approach and security through
standards and protocols.
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General Traits:
• Is willing to ask "Why?"
• Becomes involved in guiding team projects and discussions.
• Can at times be seen as someone who will "adapt" rules to fit the situation.
• Open to challenging authority for the right reasons.
• If rules are bent it is out of creativity in solving problems, not rebelliousness.

Key Strengths:
• Has a relatively quick uptake on new concepts or complex problems.
• Open and receptive to new ways of thinking, new methods, new direction.

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• Prefers new ideas over old and offers them frequently.
• Prefers to consider new and better ways to do things.
• Wants opportunities for personal growth and development.

Motivational Insights:
• Likes to be informed and kept in the loop.
• Play to their flexibility and adaptability strengths
• Desires a work culture that is more varied and dynamic.
• Get them involved in establishing new policies, regulations, rules, etc.
• Prefers a more spontaneous, flexible and independent learning environment.

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 Your Regulatory Drive (Continued)

The Regulatory Dimension: The Regulatory drive

75
60
66 indicates one's drive to establish order, routine and
55
45 structure. This motivation is to promote rules and
25 26 policies, a traditional approach and security through
standards and protocols.
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Training/Learning Insights:
• Prefers multiple learning modalities instead of just one.
• May tend to learn new things in their own way, at their own pace and style.
• Stick to the important details primarily, avoid the minor bits.

Continual Improvement Insights:

• Should remember to be patient with others who are not as flexible or are more rules-
oriented.
• When interacting with others, remember your natural tendency to express thoughts freely
(especially dissenting thoughts)

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• Consider resisting the urge to push the envelope just for the sake of pushing the envelope
alone.
• Remember that sometimes rules or procedures exist for good reasons.
• Be sure to respect those who prefer to comply with all rules, they balance the equation
many times.

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 Your Theoretical Drive

The Theoretical Dimension: The drive to understand,

75
60
66 gain knowledge, or discover the “truth”. This motivation
55
45 can often be to gain knowledge for knowledge sake.
25 26 Rational thinking, reasoning and problem solving are
important to this dimension.
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General Traits:
• A strong personal belief in life-long learning.
• Interested in new methods and how they can be applied to existing structures.
• Provides a very high interest level for new initiatives.
• Believes that continuous learning is healthy for the mind and body.
• Has many interests outside the workplace.

Key Strengths:
• Demonstrates logic in approach to problems and patience to analyze an array of solutions.
• Very strong analytical skills and ability.

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• Strong knowledge-driven ethic.
• Strong ability to read, study, and learn independently.
• Open-minded approach that comes from broad-based research.

Motivational Insights:
• Luffy will provide a high degree of technical credibility when dealing with customers or
internal stakeholders who need very detailed information for decision-making.
• Classes, courses, conferences: Send him and let him learn.
• Use Luffy as a constructive critic for new ideas or when evaluating existing projects and
protocol.
• Sometimes incentives or bonuses are earned as tickets to a special event: Consider
cultural events that are not just sports related.
• Provide opportunities for Luffy to teach as well as to learn.

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 Your Theoretical Drive (Continued)

The Theoretical Dimension: The drive to understand,

75
60
66 gain knowledge, or discover the “truth”. This motivation
55
45 can often be to gain knowledge for knowledge sake.
25 26 Rational thinking, reasoning and problem solving are
important to this dimension.
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Training/Learning Insights:
• Luffy scores like those who may have their own on-going personal development program
already in progress.
• Enjoys learning even for its own sake, and will be supportive of most training and
development endeavors.
• Can be depended upon to do his homework… thoroughly and accurately.
• Actively engaged in learning both on and off the job.

Continual Improvement Insights:

• Sense of urgency may vacillate depending on the level of mind-share Luffy is willing to

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invest.
• Needs to bring a balance at times between the strong desires to acquire new knowledge
base, and the reality of the practical applications, if any.
• May sometimes be selfish in sharing ideas with others, until their technical credibility has
been established.
• Scores like some who need coaching on time management.
• Don't rush from one learning experience to another. Make certain there are some practical
applications.

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 Relevance Section

Use this sheet to help you track which motivators are well aligned and which are not, and
what you can do about it.

Action Step: Looking at your Values Index report, find which motivators are the most powerful
for you (i.e., which ones are highest and farthest above the norm). Write down the top two in
the space below, and record how well your current roles align with these motivators (i.e., how
well what you do satisfies what you are passionate about).

Alignment
Poorly Highly
Motivator #1: ______________________ 1 2 3 4 5
Motivator #2: ______________________ 1 2 3 4 5

Legend: Tally your score here:

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• 2-4 = Poor • 8-9 = Excellent
• 4-5 = Below Average • 10 = Genius
• 6-7 = Average

To reach Genius levels of passion, you must increase alignment of your environment with
your passions.

Motivator #1: What aspects of your company or role can you get involved in that would satisfy
this motivator?
_________________________________________________________________________
_________________________________________________________________________

Motivator #2: What aspects of your company or role can you get involved in that would satisfy
this motivator?
_________________________________________________________________________
_________________________________________________________________________

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 Success Connection

Your final step to making sure you really benefit from the information in this report is to
understand how your values style contributes to, and perhaps hinders, your overall success.

Supporting Success: Overall, how well do your motivators and drivers help support your
success? (cite specific examples):
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________

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Limiting Success: Overall, how do your natural drivers or motivators not support your
success? (cite specific examples):
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________

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