Barrett Values

In Short

Map personal and organisational values to consciousness levels
Best for: Barrett values assessment model
Barrett Values is a structured tool for coaching and facilitation. Map personal and organisational values to consciousness levels. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: Barrett values assessment model
Expected outcomes:
- Improved ability to map personal and organisational values to consciousness levels
- A concrete action or development plan to take forward from the Barrett Values process

In Detail

Barrett Values is a structured framework designed to help coaches, leaders, and facilitators map personal and organisational values to consciousness levels. It sits within the category of Barrett values assessment model, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, Barrett Values is delivered as a 6-step process. The process begins by administer the Barrett Values Centre CTT survey -- employees select values from a list describing current and desired cu. The session closes by co-design culture change initiatives targeting those priorities. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

Barrett Values is particularly valuable when objective data is needed to anchor a coaching conversation. Assessments reduce the risk of coaching being driven solely by the coachee's self-perception, introducing external reference points that open up new lines of inquiry and development.

How to Use

1. Administer the Barrett Values Centre CTT survey -- employees select values from a list describing current and desired culture, plus potential limiting values. 2. Generate a values report including Cultural Entropy score. 3. Calculate the Barrett Culture Score: Alignment (current vs desired matches), Dysfunction (entropy level), Balance (foundation vs impact values). 4. Share results with leadership team. 5. Identify the 3-5 highest priority values shifts. 6. Co-design culture change initiatives targeting those priorities.

Pros and Cons

Pros	Cons
Provides objective, data-driven insights that reduce reliance on self-perception alone Creates a concrete baseline for measuring development progress over time Gives the coachee language and evidence to discuss development needs with stakeholders	Requires validated instruments and trained practitioners to administer and interpret correctly Results can be threatening or demoralising if not framed carefully by the coach Data reflects a point-in-time snapshot and may become outdated as context changes

Created by Richard Barrett

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching	✓
Leadership Development	✓
Facilitation / Workshop
Online / Virtual

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