Dr. John DeMartini’s Core Values Approach will help Alex take a real look at what actually matters to him—not just what I think should matter. His 13 questions will push him to notice where his time, energy, and money is already spent, and that will give him a clearer picture of what drives him on a deeper level. That kind of clarity is huge when it comes to leading and motivating his team.
If he wants to lead in a way that’s authentic and motivating, it starts with living his values and not just talking about them. For example, if one of his top values is growth, he can’t just expect his team to develop without showing that he is also working on himself. That means asking for feedback, taking risks, and creating a space where learning is encouraged. People respond more to what they see than what they’re told.
To build a strong team culture, Alex needs to make sure the values he cares about show up in how his team works together. That might mean shifting how they recognize wins, making space for more honest conversations, or being more intentional with how decisions are made. Culture doesn’t just happen; it's something they will all have to keep shaping over time to make sure it reflects what the team stands for.
These questions will also help Alex figure out how to set goals that mean something. Instead of chasing status or checking boxes, he can focus on goals that are aligned with his core values like mentoring others, building something creative, or starting projects that solve real problems. When goals are built on values, it’s way easier to stay motivated and push through the tough stuff. Our founder Phil Richard’s has a saying “when values are clear, then decisions are easy.”
At the end of the day, knowing and using his core values will help Alex show up more fully as a leader, and as a person.
Nick, You've captured the essence of the 13 questions posed by Dr. DeMartini. A couple of follow-on thoughts.
In Alex's situation, he should write down the answers to these questions (as discussed by Dr. DeMartini): how do you spend your time? What energizes you the most? What do you think about? What brings tears to your eyes? I list these questions because Alex needs to know himself before he can set professional goals for himself and his team. Leaders can't fake concern, and they can't motivate others if they aren't motivated themselves (especially in their chosen profession). Alex's answers will also serve as a professional and personal development guide. For example, if he thinks he cares about the welfare of others, but doesn't volunteer, doesn't give funds to any charities, and associates with others who have the same track records, he probably doesn't really care about the well being of others. It will be difficult to professionally care about subordinates if the caring attitude is not in your nature. This attitude can be changed but it must be understood first.
