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Match-V

Match-V measures a person’s work values and motivations—what environments they prefer, what drives their choices, and the norms they’re likely to support or challenge. Use it to understand culture match (alignment with your organization’s values and ways of working). It does not replace job-match evidence from role lenses or competency scores.

Where it appears in the product

  • Recruitment: as a values profile for culture conversations and as Learning Agility 

  • Development: as a values profile to tailor coaching, rewards, and career paths to what actually motivates the person and as Learning agility

How it relates to Learning Agility (LA)

  • LA indicates how someone learns and adapts under novelty/ambiguity (Change, Mental, People, Results, Self-Awareness).

  • Match-V indicates what they value and will prioritize while doing that learning and work.
Used together: LA → adaptability potential; Match-V → cultural alignment and motivational fit.

What you’ll see in a Match-V report

  • Core values/motivations profile: a ranked view of the person’s dominant work values (e.g., collaboration vs. autonomy, stability vs. change, process vs. innovation, impact/achievement, responsibility/ethics, etc.). 

  • Risk & energy markers: where motivations may energize or drain the person in your environment.

Tip: Treat values as preferences, not prescriptions. High/low isn’t “good/bad”—it’s about fit with context.

Using Match-V with Learning Agility (practical patterns)

  • High Change Agility + Values for stability

    • Read: can adapt rapidly, but prefers predictable guardrails.

    • Use: change projects with clear boundaries; lock in review cadences to keep the environment steady while experimenting.

  • High People Agility + Values for autonomy

    • Read: collaborates easily but recharges in independent work.

    • Use: alternate solo build time with feedback rounds; clarify ownership to avoid committee drift.

  • High Results Agility + Values for purpose/impact

    • Read: stretches for goals when the “why” is clear.

    • Use: frame OKRs with impact narratives; track progress visibly to sustain effort.

  • Lower Mental Agility + Values for craftsmanship/quality

    • Read: prefers concrete methods; motivated by doing it right.

    • Use: choose hands-on learning, SOPs, and incremental complexity.

Interview & decision guidance

Do:

  • Validate values via behavioral examples (“Tell us about a time you chose X over Y—why?”).

  • Check team culture anchors (decision cadence, feedback style, risk tolerance) against the candidate’s top values.

  • Use Match-V as decision support alongside role lenses, assessments, and structured interviews.

Don’t:

  • Treat values as one-dimensional “pass/fail.”

  • Ignore mitigations (e.g., coaching, manager style, role design) that can create good fit even with some tensions.

 

Governance & fairness

  • Use Match-V to structure conversations, not to stereotype.

  • Document why a value alignment matters for this team (link to strategy/ways-of-working).

  • Revisit values alignment post-hire during onboarding and after role changes; values interactions with team norms can evolve.

FAQs

  • Is Match-V the same as Learning Agility?
    No. LA gauges adaptability behaviors under novelty/ambiguity; Match-V gauges values/motivations (culture fit). They’re complementary.
  • Can values change?
    Core values are relatively stable, but how they show up at work can shift with role, leader, and incentives. Re-check after major transitions.
  • Should values decide hiring alone?
    No. Use Match-V with role lenses, competencies, interviews, and (if relevant) work samples to make holistic decisions.