VQ Profile Assessment

Passing away in 1972, Dr. Hartman’s name is not widely know today, but his work in the field of value science and his contributions to the world are nothing short of extraordinary. He is one of the key people responsible for the existence of the 401K profit sharing pan in the U.S. It is widely believed that he was nominate for the Nobel Peace Prize just prior to his passing (the Prize is never awarded posthumously). The legacy of Dr. Hartman’s work lives on at the Robert S. Hartman Institute at the University of Tennessee and in the continuing work of academics, researchers, coaches, consultants, and providers around the world.

The VQ Profile® uses an assessment instrument called a Hartman Value Profile (HVP). The HVP was developed in the 1960’s by Dr. Robert S. Hartman, who is considered the “father of formal (scientific axiology – value science). The HVP has been scientifically-validated continuously since the 1960’s and is well proven to be highly accurate and reliable.

With it’s unsurpassed accuracy and reliability, it is effective and appropriate for use in hiring and selection, growth and development, culture analysis, and even psychotherapy. The assessment can be taken repeatedly over time and be as valid the first time as the last. It does not label or categorize people in any way. And it only takes about 12-15 minutes to complete.

While the VQ Profile uses the HVP as it’s assessment instrument, the Axiogenics methodology of evaluating the HVP’s results is based on neuro-axiology and incorporates cutting-edge discoveries in mind-brain science that shed new light on what the HVP measures, how the results can be used. The science of neuro-axiology and our NCRT pedagogy (Neuro-axiological Cognitive Remodeling Technology) is the integration of modern mind-brain science with formal value science (axiology) and the HVP-VQ Assessment. 

A VQ Profile is very different from other HVP-based assessment reports offered by other assessment providers. A VQ Profile report reveals the nature and quality of a person’s perceptions and judgments from 36 different value perspectives that, together, reflect all of a person thinking.

The VQ Score, expressed as a percentage, indicates the estimated degree of clarity or perception quality a person currently has from each of the 36 value perspectives. 

The higher the VQ score, the greater clarity and Value-judgment Quality (“VQ”) the person think is likely to have when thinking from that perspective. As a result, they are likely to make better decisions and take more effective (value-generative) actions.

Any perspective with a VQ score of 100% is considered one that person’s best ways of thinking. We call them Cognitive Asset.  

Any perspective with a score lower than 100% is considered a Cognitive Bias, because in fact, that is exactly what it is — a biased way of thinking — a way of thinking that either over-values or under-values something. The lower the score the greater the bias and the less clarity and quality of judgment the person is likely to have about things when operating from that perspective.

“I conceive that the great part of the miseries of mankind are brought upon them by false estimates they have made of the value of things.” ~ Ben Franklin 
Cognitive Biases, unlike Cognitive Assets, tend to be highly-habituated. In fact, we estimate that Cognitive Biases dominate or influence 85% – 95% of a person’s emotions, decisions, and behaviors. The problem with Cognitive Biases is that they become Cognitive Liabilities by causing us to make poor decisions to act, react, and interact in ways that limit or diminish our performance and quality of life.

A VQ Profile report reveals the likely nature of a person’s perceptions and judgments from each included perspective – both Cognitive Assets and Biases. The narrative provides information that is helpful for understanding how each way of thinking “shows up” and can influence (positively an.or negatively their life/work, relationships, etc. 

Use and Application of the VQ Profile

The VQ Profile is used in three primary ways:

  1. For Coaching and Development to help people make better use of their best ways of thinking in any endeavor. See Self-Leadership Development.
  2. For Culture Analysis based on the premise that the true culture of an team or organization is determined by the similarity and differences within the thinking of it’s members. See Culture Analysis and OD Consulting.
  3.  As a tool for Candidate Assessment in the process of hiring and promotion/succession. Since thinking is the catalyst that turns potential into performance, how helpful and important is it to know how someone think before to hire or promote them? See Candidate Assessment.

Thinking about getting trained and certified to use the VQ Profile in your work? See NCRT Certification


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