{"id":286,"date":"2025-02-05T16:39:06","date_gmt":"2025-02-05T15:39:06","guid":{"rendered":"https:\/\/migmatit.se\/?p=286"},"modified":"2025-02-05T16:39:06","modified_gmt":"2025-02-05T15:39:06","slug":"varderingar-och-forestallningar-dina-inre-spelregler","status":"publish","type":"post","link":"https:\/\/migmatit.se\/en\/varderingar-och-forestallningar-dina-inre-spelregler\/","title":{"rendered":"Values and Beliefs \u2013 Your Inner Rules of the Game"},"content":{"rendered":"

Two weeks ago, I wrote about Vision<\/strong> \u2013 a word that often ends up on the buzzword list. Not because it isn\u2019t important, but because it sometimes becomes a polished line on a website rather than something truly lived and embodied in an organisation.<\/p>\n\n\n\n

Values<\/strong> can easily fall into the same trap.
But they are more than words on a wall.
They are the foundation of how we act \u2013 visible in the way we interact, make decisions, and navigate daily life.<\/p>\n\n\n\n

What are values and beliefs?<\/strong><\/h2>\n\n\n\n

In the Change Pyramid, this layer is defined as Values and Beliefs.<\/strong> (Values and Beliefs<\/em>).<\/p>\n\n\n\n

\ud83d\udd39 Values<\/strong> guide our decisions and actions \u2013 they are our explores why<\/strong>. They determine what we consider important and shape how we prioritise our time, energy, and resources.
\ud83d\udd39 Beliefs<\/strong> are our assumptions about ourselves, others, and the world around us. They are the lenses<\/strong> through which we interpret reality.
\ud83d\udd39 Beliefs can be:
\u2705 Empowering<\/strong> \u2013 they move us forward and strengthen our growth.
\u274c Limiting<\/strong> \u2013 they can hold us back and reinforce unhelpful patterns.<\/p>\n\n\n\n

\ud83d\udccc The difference?<\/strong><\/p>\n\n\n\n

    \n
  • Values<\/strong> are motivation<\/strong> \u2013 they drive our behaviours by defining what is meaningful and important.<\/li>\n\n\n\n
  • Beliefs<\/strong> are filters<\/strong> \u2013 they determine what we see as true or false, and shape what we believe is possible.<\/li>\n<\/ul>\n\n\n\n
    \n\n\n\n

    How are our values and beliefs formed?<\/strong><\/h2>\n\n\n\n

    We all carry our own inner rules of the game \u2013 some we have consciously chosen, others we have unconsciously absorbed through our upbringing and environment.<\/p>\n\n\n\n

    \"\"<\/figure>
    \n

    Imagine a tree:
    \ud83c\udf33 The roots<\/strong> are our values<\/strong> \u2013 deep, stable, and often harder to change.
    \ud83c\udf43 The branches and leaves<\/strong> are our beliefs<\/strong> \u2013 more flexible and changeable over time. Values can appear here too, but often less ingrained.<\/p>\n\n\n\n

    The parts above ground are what become visible \u2013 and what we are more aware of.<\/p>\n<\/div><\/div>\n\n\n\n

    The challenge in larger settings<\/strong><\/h3>\n\n\n\n

    The more people involved, the more complex it gets. We might share the same values, yet interpret them very differently.<\/p>\n\n\n\n

    For example:
    \ud83d\udccc An organisation has \u201cTrust\u201d<\/strong> as a core value.
    But what does that mean in practice?
    \ud83d\udc49 For a manager, it might mean giving employees full responsibility and freedom to work independently.
    \ud83d\udc49 For an employee, it might mean that the manager actively offers support and guidance.<\/p>\n\n\n\n

    So even if we agree on a value, the definition and application<\/strong> can look very different. That\u2019s why we need to talk about them,<\/strong>give examples, and revisit them as the organisation evolves. It\u2019s also important to reflect on how they support the vision and identity in place. <\/p>\n\n\n\n

    \n\n\n\n

    Living your values \u2013 not just talking about them<\/strong><\/h2>\n\n\n\n

    It\u2019s about more than saying the right things \u2013 it\u2019s our actions that define whether we live our values.<\/p>\n\n\n\n

    \ud83d\udde3 Clear values create trust.<\/strong>
    I feel the greatest trust towards people who act in line with their values. Not because they always get it right, but because they dare to say thank you, ask for help, or apologise<\/strong> when they realise their actions didn\u2019t match their intentions.<\/p>\n\n\n\n

    Example of a trust-building leader:
    \ud83d\udcac \u201cI\u2019ve been reflecting on what happened the other day. I said\/did X, and that didn\u2019t align with our values. I\u2019m sorry.\u201d<\/p>\n\n\n\n

    Owning your actions<\/strong> and acting in accordance with your values creates strong leadership \u2013 regardless of whether you have a formal leadership role or not.<\/p>\n\n\n\n

    \n\n\n\n

    How to clarify your values<\/strong><\/h2>\n\n\n\n

    \ud83d\udccc Step 1: Write down what matters to you<\/strong><\/p>\n\n\n\n

      \n
    • What are your inner rules of the game?<\/li>\n\n\n\n
    • Which values guide your decisions?<\/li>\n<\/ul>\n\n\n\n

      \ud83d\udccc Step 2: Prioritise your values<\/strong><\/p>\n\n\n\n

        \n
      • Which are most central for you?<\/li>\n\n\n\n
      • If you could only choose three (max five), which would they be?<\/li>\n<\/ul>\n\n\n\n

        \ud83d\udccc Step 3: Make them concrete<\/strong><\/p>\n\n\n\n

          \n
        • Describe how each value shows up in action.<\/strong>.<\/li>\n\n\n\n
        • How do you behave when you live your values?<\/li>\n<\/ul>\n\n\n\n

          \ud83d\udccc \ud83d\udccc Step 4: Reflect daily<\/strong>
          Ask yourself these questions in the evening:
          \u2705 How did I show my values today?<\/strong>
          \u2705 How can I act even more in line with them tomorrow?<\/strong>
          \u2705 Was there something that didn\u2019t match? Should I say thank you, help, or sorry?<\/strong><\/p>\n\n\n\n

          \n\n\n\n

          Values in organisations \u2013 from words to action<\/strong><\/h2>\n\n\n\n

          In many companies, values are neatly framed in the conference room. But how do they show up in everyday work?<\/strong><\/p>\n\n\n\n

          \ud83d\udc65 If you are a leader:<\/strong><\/p>\n\n\n\n

            \n
          • Create dialogue around the values \u2013 what do they mean in practice?<\/li>\n\n\n\n
          • Encourage the team to share examples of when they see the values in action.<\/li>\n\n\n\n
          • Be a role model \u2013 show what the values mean through your own behaviour.<\/li>\n<\/ul>\n\n\n\n

            \ud83c\udf31 Values are not static<\/strong>
            We grow, learn, and adjust our inner rules as we go. Sometimes we need to add a new value<\/strong> to better navigate life.<\/p>\n\n\n\n

            Example from my own journey:
            A few years ago responsibility<\/strong> was one of my strongest values. But it was so dominant that I often put work first and neglected my own wellbeing.
            When I realised this, I added sustainability as a value<\/strong> \u2013 making sure my actions don\u2019t just work short term, but hold over time.<\/p>\n\n\n\n

            \u2013 making sure my actions don\u2019t just work short term, but hold over time.
            \ud83d\uded1 Is this sustainable?<\/strong>
            \ud83d\udca1 What can I do differently to take care of myself and be responsible?<\/strong><\/p>\n\n\n\n

            That helps me make different choices and decisions today than I did back then. Aligned with my direction and vision, it feels more supportive \u2013 and I believe it will take me further.<\/p>\n\n\n\n

            \n\n\n\n

            Which values guide you?<\/strong><\/h2>\n\n\n\n

            Reflect on this:
            \ud83c\udf1f What is important to you?<\/strong>
            \ud83c\udf1f How do your values show up in daily life?<\/strong>
            \ud83c\udf1f Is there a value you\u2019d like to strengthen or reframe?<\/strong><\/p>\n\n\n\n

            \ud83d\udcac I\u2019d love to hear your reflections in the comments!<\/p>\n\n\n\n

            And if you\u2019d like to explore your values on a deeper level \u2013 get in touch, and we can do it together.<\/p>\n\n\n\n

            #Leadership #Values #SelfLeadership #ChangePyramid #Reflection<\/p>","protected":false},"excerpt":{"rendered":"

            F\u00f6r tv\u00e5 veckor sedan skrev jag om Vision \u2013 ett ord som ofta hamnar p\u00e5 floskel-toppen. Inte f\u00f6r att det \u00e4r oviktigt, utan f\u00f6r att det ibland blir en snygg text p\u00e5 en hemsida ist\u00e4llet f\u00f6r n\u00e5got som verkligen levs och genomsyrar en organisation. V\u00e4rderingar kan l\u00e4tt hamna i samma f\u00e4lla.Men de \u00e4r mer \u00e4n […]<\/p>\n","protected":false},"author":1,"featured_media":288,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[6,10],"tags":[],"class_list":["post-286","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coaching","category-forandringspyramiden"],"uagb_featured_image_src":{"full":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid.png",540,540,false],"thumbnail":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid-150x150.png",150,150,true],"medium":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid-300x300.png",300,300,true],"medium_large":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid.png",540,540,false],"large":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid.png",540,540,false],"1536x1536":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid.png",540,540,false],"2048x2048":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid.png",540,540,false],"trp-custom-language-flag":["https:\/\/migmatit.se\/wp-content\/uploads\/2025\/02\/Forandringspyramid.png",12,12,false]},"uagb_author_info":{"display_name":"Hanna Zaxmy","author_link":"https:\/\/migmatit.se\/en\/author\/hanna_local\/"},"uagb_comment_info":0,"uagb_excerpt":"F\u00f6r tv\u00e5 veckor sedan skrev jag om Vision \u2013 ett ord som ofta hamnar p\u00e5 floskel-toppen. Inte f\u00f6r att det \u00e4r oviktigt, utan f\u00f6r att det ibland blir en snygg text p\u00e5 en hemsida ist\u00e4llet f\u00f6r n\u00e5got som verkligen levs och genomsyrar en organisation. V\u00e4rderingar kan l\u00e4tt hamna i samma f\u00e4lla.Men de \u00e4r mer \u00e4n…","_links":{"self":[{"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/posts\/286","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/comments?post=286"}],"version-history":[{"count":1,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/posts\/286\/revisions"}],"predecessor-version":[{"id":289,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/posts\/286\/revisions\/289"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/media\/288"}],"wp:attachment":[{"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/media?parent=286"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/categories?post=286"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/migmatit.se\/en\/wp-json\/wp\/v2\/tags?post=286"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}