Half Lived
Level 2. Scores 26 to 50. Some of your values are real and some are on the poster.
Some of your values are real and some are on the poster. You could name a decision in the last month for two or three of your top five, and for the rest you could not, or you could only think of a near miss. That is a Half Lived list, and the useful thing about it is that it tells you exactly which half.
Look at the evidence answers on your result. The values with a "yes" are the ones you actually run on. The values with a "no" are the ones you believe in and have not yet paid for. The gap between the two is where your team gets confused, because you talk about all five and they only see you act on three, and they cannot tell which three are the real ones until the day it matters.
A common pattern at this level is that the lived values are the personal ones, Family, Health, Balance, and the unlived ones are the leadership ones, Candour, Accountability, Courage. That is not a character flaw. The personal ones get tested every week at home and the leadership ones get tested a few times a year at work, in front of people, when it is expensive.
A founder I worked with had Accountability at the top of every values list he had ever written. His team would have put it near the bottom. The reason was one manager who missed commitments quarter after quarter and was never challenged, because he had been there from the start and the founder liked him. The founder saw loyalty. The team saw the rule. What you tolerate defines your culture more than what you state.
When I asked his leadership team what the founder valued, nobody said Accountability. They said Loyalty, and they were right. He had not been lying on the poster. He had been ranking, and the team had read the ranking from his decisions long before he did.
One thing to do this month. Take the highest ranked value you answered "no" to. Tell one person on your team that it is one of your values and that you have not been acting on it, and ask them to tell you the next time they see you not act on it. That is uncomfortable. It is also the fastest way to move a value from the poster to the decision, because now someone is watching.
Take the quiz again in ninety days. The list will probably not change. The evidence answers should.
Next step: candour with your team about your own gaps is a safety behaviour as much as a values one. See where the room is with the psychological safety scale.
Next step
The other results
About this result
This is one of 4 results from the Core Values Quiz for Leaders, a free tool that shows the score without an email. Aggregate figures are at the statistics page once 30 completions have been reached. More free tools are at the tools shelf.