You’ve probably taken a values quiz before. Maybe several. And if you’re like most people, you ended up with a list of nice-sounding words— creativity, authenticity, family, growth— and then had absolutely no idea what to do with them.
A values assessment is a structured process that helps you identify your core values— the guiding principles that matter most and inform how you make decisions. Research from psychologist Shalom Schwartz, validated across 82 countries, shows that understanding your personal values correlates with higher life satisfaction and clearer decision-making. Most experts recommend identifying 3-6 core values— enough to guide you, few enough to actually remember. (Though Brene Brown’s method suggests narrowing to just 2.)
Here’s the thing. The problem isn’t finding values. It’s knowing what to do with them after you’ve found them.
Key Takeaways:
- Values assessments are research-backed: The Schwartz framework has been validated across 82 countries, and the VIA Survey has been taken by millions of people worldwide— these aren’t random internet quizzes.
- You only need 3-6 core values: More becomes impossible to remember. Brene Brown’s method uses exactly 2.
- The gap between stated and lived values matters: What you say you value and how you actually spend your time can differ wildly. The best assessment helps you bridge that gap.
- Values are your decision-making compass: Once identified, core values become a filter for career choices, relationships, and how you spend your days.
What Is a Values Assessment?
A values assessment is any structured method for identifying your core values— the principles and priorities that guide how you live your life and make decisions.
You move from a vague sense that “some things matter to me” to a clear, prioritized list you can actually use. That’s the whole point.
What a values assessment gives you:
- Clarity on what actually matters to you (not what you think should matter)
- Language to articulate your priorities to yourself and others
- A filter for decisions— from career moves to how you spend your weekends
- A compass that points toward alignment when you feel lost
According to Harvard Business Review, most people should aim for 3-6 core values— enough to guide decisions, few enough to remember when you’re actually making those decisions. More than 10 becomes meaningless.
This guide gives you multiple methods to get there. Because people are different. Some prefer structured quizzes. Others need to physically sort cards. And some people work best with radical constraints. Find what works for you.
But before diving into methods, it helps to understand why this matters— and what the research actually shows.
Why Your Values Matter (The Research)
Higher valued living correlates with lower depression and anxiety, plus higher well-being and life satisfaction— that’s not speculation, that’s what Acceptance and Commitment Therapy (ACT) researchers have found through extensive study.
People who live in alignment with their values don’t just feel better about their choices. They experience measurable psychological benefits.
Here’s what gives values assessments real weight— not just feel-good exercises.
The Schwartz Theory of Basic Values has been tested across 82 countries by researchers worldwide. This isn’t just Western pop psychology. It’s a framework that holds up across cultures, identifying universal patterns in how humans prioritize what matters to them.
The VIA Survey of Character Strengths was developed by 55 scientists and has been taken by millions of people worldwide. Created by Christopher Peterson and Martin Seligman, it measures 24 character strengths under 6 virtues. That’s serious methodology.
So when skeptics dismiss values exercises as fluffy self-help nonsense, they’re ignoring decades of research. This stuff works. Not because it’s trendy. Because it’s grounded in how humans actually function.
So where do you start? Let’s look at three proven methods.
Method 1: Free Online Assessment Tools
The fastest way to get started is with a free online values assessment— and the best ones are actually built on validated research frameworks.
If you want a quick start, these are the ones I’d recommend.
| Tool | Time | Framework | Best For |
|---|---|---|---|
| Personal Values Test | ~15 min | Schwartz | General values discovery |
| VIA Character Strengths Survey | ~15 min | VIA-IS (Peterson/Seligman) | Strengths-based approach |
| 123test Values Test | ~10 min | Career values | Work-focused decisions |
The Personal Values Test is based on Schwartz’s framework— the same one validated across 82 countries. It takes about 15 minutes and gives you immediate results. No accounts to create, no emails to enter. Just answers.
The VIA Survey measures character strengths rather than values directly, but there’s significant overlap. If “what are my strengths” and “what do I value” feel intertwined for you, this is a solid approach.
The 123test is faster— about 10 minutes— and focuses specifically on work values. Good if you’re navigating a career decision right now.
Here’s what matters more than which test you pick. Free tools based on validated research are just as useful as paid alternatives. The quality comes from the research foundation, not the price tag.
But what if you’re more of a hands-on person who prefers to think things through yourself?
Method 2: Values Card Sort Exercise
A values card sort puts 50-100 values in front of you and asks you to physically sort them into piles— it’s hands-on, reflective, and forces you to make real trade-offs.
You can’t say everything is “very important” when you’re physically moving cards between piles. That’s exactly why this method works.
Here’s the process:
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Get your cards: Use valuescardsort.com for a free digital version, or print the Miller & Rollnick Personal Values Card Sort from the University of New Mexico.
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First pass— three piles: Sort every card into “Very Important,” “Important,” or “Not Important.” Don’t overthink it. Go with your gut.
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Second pass— narrow the top pile: Take your “Very Important” stack and narrow it down. You might start with 25 cards and need to get to 10.
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Final cut: From your narrowed pile, identify your 5-7 core values. These are the ones that, when violated, feel like something fundamentally wrong has happened.
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Define them in your words: “Creativity” means different things to different people. Write a sentence about what each of your top values means specifically to you.
The discomfort of choosing is the point. Saying “authenticity matters more than security to me” is hard. But that’s exactly the kind of clarity you need.
This method takes longer than an online quiz— usually 30-60 minutes. But it goes deeper. And you end up with something more personal than a generated report.
Want an even more focused approach? There’s one method that takes the opposite direction— narrowing to just two values.
Method 3: The Brene Brown 2-Value Method
Brene Brown’s values exercise from “Dare to Lead” takes a radically different approach. Narrow your entire list down to exactly two core values.
That’s it. Two.
The premise is simple. Most people can’t actually live by 10 values. Two, you can remember. Two, you can use as a filter for real decisions in real time.
Here’s how Brown describes the test— which values, if violated, would feel like a betrayal of who you are? Not merely disappointing. A betrayal. That’s the level of importance you’re looking for.
The process has two parts:
Part 1— Identify: Start with Brown’s list of 100+ values. In multiple rounds, narrow to 10, then 5, then 2. Yes, this is painful. That’s intentional.
Part 2— Operationalize: For each of your two values, identify specific behaviors that demonstrate living by that value. And specific behaviors that undermine it. “Integrity” means nothing until you can say “for me, integrity means I keep commitments even when it’s inconvenient.”
Some people land on pairs like “courage and authenticity” or “connection and learning.” The combinations are personal.
This method feels extreme because it is. Most people resist narrowing to two. But Brown’s argument is compelling— if you can’t remember your values when you’re making a difficult decision, they’re not actually guiding you. Two values, you’ll remember.
If you’re working through any of these methods, you might want a comprehensive list of values to draw from.
Whichever method you use, there’s one more distinction that matters. The difference between what you say you value and what you actually live by.
Stated Values vs. Lived Values
There’s an uncomfortable gap between stated values— what you say matters to you— and lived values, which are revealed by how you actually spend your time, money, and energy.
Your calendar and bank statement will tell you more about your values than any quiz.
Someone might say they value “health” but consistently skip exercise for work deadlines. Someone else might claim “family” as their top value while spending 70 hours a week at the office. This isn’t hypocrisy. It’s human. But it does matter.
Here’s what most people get wrong. They stop at identification. They take an assessment, get their list of values, and assume the work is done. It’s not.
The gap between stated and lived values creates a specific kind of dissatisfaction. A nagging sense that something is off. You can’t quite name it. But it’s there.
Questions to reveal your lived values:
- Where does your time actually go? (Track a week if you’re not sure.)
- What do you spend money on beyond necessities?
- What makes you angry when you see it violated?
- When you daydream, what are you dreaming about?
The point isn’t judgment. It’s awareness. And if your value system shows a gap between stated and lived values, that’s data. You can decide what to do with it— adjust your stated values to match reality, or adjust your behavior to match your aspirations.
Both are valid choices.
Once you’ve identified your values— and checked them against reality— what do you actually do with them?
How to Use Your Values
Your core values become a decision-making filter— when you’re facing a career choice, a relationship question, or how to spend your weekend, your values give you criteria beyond “which pays more” or “what’s easiest.”
This is where values stop being abstract and start being useful.
| Situation | Question to Ask | How Values Help |
|---|---|---|
| Job offer | Does this align with my top 3 values? | Filters beyond salary and title |
| Weekly planning | Am I making time for what matters? | Prioritization guide |
| Conflict | Which value is being violated? | Clarifies the real issue |
| Saying yes/no | Does this move me toward or away from my values? | Permission to decline |
Career decisions are the obvious application. When you’re evaluating opportunities, your values become criteria. A job might pay well but violate your core value of autonomy. Another opportunity might offer less money but align perfectly with creativity and impact. Values don’t make the decision for you— but they clarify what you’re trading off.
Daily choices matter too. How you spend your Tuesday evening reflects your values whether you’ve named them or not. Once named, you can be more intentional. “I value health” can translate to “I’m going for a walk instead of another hour on my phone.”
If you’re navigating a bigger career question, values work alongside frameworks like the Four P’s— People, Place, Product, Pay— to help you find your career path. Values tell you what matters. Frameworks help you evaluate options against that.
Values only matter if you actually use them for decisions. Otherwise they’re just nice words on a page.
Still have questions? Here are the ones I hear most often.
Frequently Asked Questions
How many core values should I have?
Most experts recommend 3-6 core values— enough to guide decisions, few enough to remember. Brene Brown’s method focuses on just 2. The key is having few enough that you can actually recall them when you’re in the middle of making a choice. Ten values is too many. You won’t remember them.
Can my values change over time?
Values are relatively stable, but they can shift with major life events— a career change, becoming a parent, recovering from serious illness, losing someone close to you. Schwartz’s research shows core values tend to persist, but their priority ordering may change. What mattered most at 25 might matter differently at 45.
What’s the difference between values and personality?
Personality describes HOW you tend to behave— introverted versus extroverted, organized versus spontaneous. Values describe WHAT matters to you and WHY you make certain choices. You can be an introvert who values connection. You can be naturally disorganized but value reliability. They operate on different levels.
How long does a values assessment take?
Online assessments take 10-15 minutes. Card sorts typically take 30-60 minutes. Brene Brown’s method requires multiple rounds of reflection— possibly over several days. Depth correlates with time invested.
Are free values assessments accurate?
Yes. Many free assessments are based on validated frameworks like Schwartz’s theory (tested across 82 countries) or VIA Character Strengths (millions of users worldwide). The quality comes from the research foundation, not the price tag. Don’t pay for a values assessment unless it offers something specific you need.
Your Values, Your Compass
Your values aren’t a destination. They’re a compass.
And now you have the tools to read it.
Pick one method. Any method. The Personal Values Test takes 15 minutes. The card sort takes an hour. Brene Brown’s approach takes days but produces radical clarity. None of them is wrong. The wrong choice is doing nothing.
Once you’ve identified your core values, use them. Test career decisions against them. Filter opportunities through them. Notice when something feels off— it’s probably a values violation.
If you want to go deeper— connecting your values to purpose, calling, and what you’re actually meant to do with your life— that’s bigger work. It’s the kind of work where values become foundation rather than finish line. Discover your life purpose and explore how your identity shapes your work.
But you don’t need the whole map right now.
You just need to take the next step.
I believe in you.
