The years 2007-2009 bore witness to the reality of value-science and provided an extraordinary opportunity for all people to learn the importance of approaching life from a value-centered perspective rather than a self-centered one. History will prove that the primary cause of the economic debacle of 2008 was the result of too many people in too many powerful places making decisions and establishing policies and practices that were driven by self-centered motivations. Their actions were a clear violation of the natural laws of value revealed through the science of axiology. But it was not only the leaders, our society as a whole became more self-centered than ever in human history. We, as a society, accepted, justified, and turned a blind-eye to our waywardness out of self-interest and misplaced trust.

Our mission is to move the world forward to a brighter future for all by moving people, one mind at a time, from a self-centered view of the world, to a value centered approach to life. In such a world, every individual will enjoy far greater abundance in every measure of goodness.

First, let’s be clear about what we mean and don’t mean by “self-centered.” It does not necessarily mean conceited, arrogant or even selfish. We use the term in the literal sense to mean that a person’s value structures (and behaviors) are primarily centered on self-concerns such a survival, control, avoidance, fear, winning, getting their needs fulfilled, being liked, etc.

Using the 6 Advisors Assessment, we have axiologically assessed thousands of people from all levels of the socio-economic scale.  Over 80% show a diminished VQ and significant tendencies towards self-centeredness as defined above. These behavioral drivers are major contributors to organizational and cultural toxicity and significant losses in teamwork, cooperation, communications and performance at all levels.

We define “value-centeredness” as the degree to which a person’s intentions, thoughts, choices and actions, both conscious and sub-conscious, are centered on creating the greatest net value for all concerned – including themselves. People’s actions and reactions are determined either by a conscious choice based upon perceived value, or by an automatic reaction based on mental habits and sub-conscious pre-conceptions of value). In either case, the greater their VQ – the capacity to perceive value accurately - the greater their potential value-centeredness.

The irony is that axiology clearly and scientifically teaches us (and our own experience also demonstrates ) that when value-centeredness is at its highest, there is no difference between what creates the greatest net value for all concerned and what creates the greatest value for ourselves.

When people are more value-centered the behaviors that create success are dramatically enhanced, while the behaviors that sabotage success are reduced. Using the 6 Advisors Assessment Report we are able to reveal the underlying value structures that uphold VQ and support value-centeredness (strengths) and the value structures that diminish VQ and foster self-centeredness (challenges).

6 Advisors™ – a Catalyst for Quantum Leaps in Value-Centeredness

The field of neuroscience is producing major breakthroughs; particularly in an area called neuroplasticity. Neuroplasticity is concerned with how the brain learns, changes and adapts. In essence: how to teach an old dog new tricks.

Among the most important findings in the field is an understanding of why behavioral and personality approaches to training and development so often fail to produce the desired results. But neuroscience has also revealed the keys to what does work. As it turns out, what we call VQ is a crucial part of the mechanics of neuroplasticity.

Since 2003, the team at 6 Advisors has been integrating neuroscience with axiology – neuro-axiology – along with time-tested and field-proven principles and techniques. We have developed a profoundly powerful approach to personal, leadership, and organizational analysis and development.

Developing Value-Centered Organizations

VQ and value-centeredness are key factors that impact organizational dynamics. When leadership in a given organization is not value-centered, its people will have little choice, but to become self-centered in the competitive, survival-of-the-fittest environment that such leadership tends to create. As a result, performance and profitability suffers greatly.

By having each team member take our 20 minute assessment we identify the root causes and predictors of underperformance, poor-morale, interpersonal stresses, low productivity, ineffective leadership, a divisive culture and numerous other potentially toxic dynamics within the group that will take the team off-target. But we are also able to expose untapped resources, under-utilized strengths, and miss-allocated talent.

The 6 Advisors Assessment Report is the ultimate human resource SWOT analysis. The assessment report objectively reveals VQ, identifies areas of strengths you’ll want to maximize and weaknesses you’ll want to eliminate. The report will illuminate your best opportunities for growth and the greatest threats to your success.

Once diagnosed, we know exactly how to engaged in targeted interventions to unleash the team’s greatest strengths and transcend their weakness. When appropriate, we take it beyond assessment to transformation. Through our personal, leadership and organization development coaching process, we proactively work to increase value-centeredness. In fact, one of the “fathers” of formal axiology was nominated for a Nobel Prize in economics in 1972 in recognition of the work he did in the field of profit sharing. He was able to demonstrate a 40% increase in productivity and cooperation among employees by applying neuro-axiological principles.

Through 6 Advisors coaching and training our clients have been able to produce marked increases in performance, observable improvements in value-centeredness and measurable improvements in their VQ. In this author’s own work client’s improve their VQ by and average of 18% by the end of our initial 4 months coaching process.