Centacs Values Profile
The Centacs Values Profile scores which values actually drive someone's decisions, so a coaching conversation about 'what do you want' has real data behind it instead of resting on whatever the client says first.
Reach for this when…
- A client can't explain why an objectively good offer still feels wrong.
- Career advice keeps missing because it's built on stated, not real, priorities.
- A team's conflict looks personal but is actually a values clash.
How to run it
- Complete the values questionnaire.
- Score it to see which values rank highest and lowest.
- Debrief: name what genuinely energises the client and what drains them.
- Check where the current role serves or starves the top values.
- Use the gap to guide a career, role or culture conversation.
A worked example
Situation. Aisha Al-Kuwari was a senior consultant at Doha Gulf Consulting in Doha, Qatar, well paid and quietly planning to quit without being able to say exactly why.
Applied. The debrief showed her top-ranked value was being consistently overridden by the firm's rigid sign-off process, while a value she ranked low was the one the firm kept trying to satisfy with pay rises.
Result. She didn't leave. She renegotiated scope on one account to get direct ownership back, and the pull to quit went with it.
The catch
A scored instrument feels more objective than it is - results are a snapshot, shaped by mood and current frustration as much as stable identity, and they date quickly if the client's context shifts. It needs a trained debrief; the raw scores alone can read as a verdict rather than a starting point for a conversation.
A values clash dressed up as a personality clash will keep recurring until someone names the values, not the person, as the problem.
Origin: CentACS (Center for Applied Cognitive Studies), now Paradigm Personality Labs