Everyday choices tell a values story: the teammate who gives credit publicly, the parent who protects dinner time from work pings, the manager who tells the hard truth with care, the neighbor who organizes a food drive. Values are not just opinions or slogans—they are enduring directions that shape behavior across situations and time. Unlike goals (which you finish) or traits (how you usually act), values are qualities of action that can be expressed right now: honesty in feedback, fairness in a deal, kindness under stress, excellence in craft. When named clearly, they simplify hard decisions and turn conflicts into design problems: How do we honor both speed and quality, both candor and respect, both ambition and wellbeing? This guide organizes values into fifteen practical families—personal, human, family, social, professional, universal, moral, ethical, religious, aesthetic, intellectual, emotional, physical, economic, and spiritual—each with plain‑English definitions and concrete examples. You’ll also find simple tools for clarifying priorities, aligning daily habits, and resolving value conflicts without guilt or guesswork. The aim is straightforward: name what matters, see where values collide, and translate principles into small, repeatable actions.
Values are chosen directions for behavior—qualities people want to express consistently (e.g., “be fair,” “be kind,” “do excellent work”). Goals are finish lines; values are compasses. Traits describe tendencies (“I’m organized”), while values answer, “How will I show up, especially when it’s hard?” They require trade‑offs—no one can maximize every value at once—so clarity helps rank priorities in context (e.g., honesty with kindness, ambition with health, loyalty with fairness).
1) Personal value
Personal values are self‑authored principles that guide decisions and daily conduct. They shape how reality is interpreted and how effort is invested.
In action: serving at a shelter; tithing or regular giving; forgiving a grievance; observing holy days with integrity.
10) Aesthetic value
Aesthetic values elevate beauty, harmony, and form in art, design, and daily surroundings.
Examples: beauty, harmony, balance, intensity.
In action: designing a space that calms; editing slides for clarity and whitespace; curating music that fits the moment; crafting code that’s elegant and readable.
11) Intellectual value
Intellectual values guide thinking, inquiry, and understanding.
In action: saying “thank you” specifically; writing a note after help; choosing a gentle tone during conflict; validating feelings before fixing problems.
13) Physical value
Physical values prioritize health, strength, and bodily wellbeing.
In action: a daily quiet practice; service without credit; aligning work with a sense of purpose; telling the truth gently when it costs.
Terminal vs. instrumental values
Terminal values are desired end states (e.g., freedom, peace, health). Instrumental values are the behaviors that express and sustain those ends (e.g., honesty, diligence, consistency). “Health” (terminal) comes from “sleep, movement, and nourishment routines” (instrumental). Keeping both in view prevents rationalizing bad means for good ends.
Intrinsic vs. extrinsic values
Intrinsic values are rewarding in themselves (learning, kindness, beauty). Extrinsic values seek outcomes or approval (status, image, rewards). Both matter, yet over‑weighting extrinsic values often erodes motivation and wellbeing. Blend wisely: practice for love of craft and share results proudly.
Core vs. peripheral values
Core values are non‑negotiable anchors; peripheral values are flexible preferences. A quick test: would I accept real costs to uphold this? If not, it’s likely peripheral. Knowing 3–5 core values makes hard choices cleaner and reduces regret.
Espoused vs. enacted values
Espoused values are what we say; enacted values are what our calendars, budgets, and behaviors reveal. Close the gap by changing the behavior or updating the statement honestly. Alignment builds trust with self and others.
Values in action: domain examples
Work: excellence → test plans and peer review; honesty → clear status updates; service → helpful handoffs.
Relationships: kindness → soft starts in conflict; loyalty → protecting privacy; curiosity → asking before advising.
Health: vitality → movement daily; moderation → portion and screen limits; rest → protected sleep window.
Learning: growth → enroll in a course; courage → present drafts; humility → invite red‑team feedback.
Community: justice → vote and volunteer; neighborliness → check‑ins; sustainability → reduce waste where feasible.
Resolving value conflicts
Conflicts are normal: honesty vs. kindness, ambition vs. family time, loyalty vs. fairness. Use a five‑step mini‑process: name the values at stake; rank them for this decision; design a “both/and” if possible; set a boundary to protect the higher‑ranked value; run a small experiment and review.
Example: A teammate’s recurring error (honesty, compassion, excellence). Plan: private, specific feedback with a repair path and support. Protect quality without shaming.
Exercises to clarify values
Card sort: list 40 values; sort into “very important,” “important,” “not important”; narrow “very” to five; write one behavior per value.
Regret and pride audit: three proud choices, three regrets; circle values expressed/violated; pick one value to live louder this week.
Best‑day scan: describe a great day hour by hour; extract the values present (connection, mastery, play, calm).
Adversity clarity: recall a hard time; note who you were at your best; those are likely core values.
80th‑birthday toast: write what you hope loved ones say; reverse‑engineer the values to live today.
Building value‑aligned habits
If–then rules: “If it’s after 7 p.m., then no work email” (family, rest).
Minimums: smallest consistent act to keep a value alive (10 minutes of movement; one appreciative text).
Weekly review: compare calendar to values; adjust next week accordingly.
Behavioral anchors: define what each value looks like (“respect = start meetings on time; no interruptions”).
Values matter when they’re observable. Translate slogans into behaviors, standards, and decisions. Hire, promote, and recognize based on those behaviors.
Pick 3–5 team values; add 2–3 concrete behaviors each.
Debrief incidents: what value was upheld/violated; what repair is due.
Jules chooses a modest‑pay role with flexible hours to be home for bedtime. Values: family, presence, stewardship. Action: budget reset; calendar blocks; manager alignment. The raise can come later; the toddler years won’t.
Ravi tells a client the defect is on the team, not the intern. Values: responsibility, protection, excellence. Action: transparent fix plan; the intern learns and improves next sprint.
María ends a rumor: “Let’s ask them directly.” Values: respect, honesty, courage. Result: fewer whispers, faster clarity.
FAQs about Types of Values and Examples
How many core values should I choose?
Pick a handful that guide hard choices. Three to five core values create clarity without rigidity; the rest can be supportive or situational.
What if my values conflict in a decision?
They will. Rank for this decision, design a small both/and, set a boundary, and test. Re‑rank as context changes.
Can values change over time?
Yes, particularly through life transitions. Baselines persist, but expression shifts with roles, health, and experience. Review annually and after big events.
How do I know if a value is intrinsic or extrinsic for me?
Ask, “Would this feel meaningful without applause or reward?” If yes, it’s intrinsic. Favor intrinsic values for durable motivation.
What if my calendar doesn’t match my stated values?
Notice without shame, then adjust one block at a time. Either change the behavior or rewrite the statement—alignment builds trust.
How can I teach values to children without preaching?
Model, name briefly, invite participation. Rituals beat lectures—shared chores, thank‑you notes, family meetings.
Are pleasure and ambition lesser values?
No. They thrive when integrated—ambition with ethics, pleasure with balance. Problems come from over‑weighting any single value.
What’s the fastest way to clarify my values today?
Write three proud choices and three regrets; circle the values involved. Pick one value and one small behavior for this week.
How do I keep values alive under stress?
Pre‑write scripts and if–then rules, then practice. Preparation turns values into reflexes when pressure rises.
Can teams select values democratically?
Yes—co‑create 3–5, add behavioral anchors, revisit quarterly. Tie recognition and decisions to those behaviors so values live beyond posters.
I’m Emily Williams Jones, a psychologist specializing in mental health with a focus on cognitive-behavioral therapy (CBT) and mindfulness. With a Ph.D. in psychology, my career has spanned research, clinical practice and private counseling. I’m dedicated to helping individuals overcome anxiety, depression and trauma by offering a personalized, evidence-based approach that combines the latest research with compassionate care.
