The CVI™ for Executive Coaching
Give the leaders you coach a clear, lasting picture of how they are wired to decide, lead, and perform under pressure. The Core Values Index adds depth to your coaching without replacing the methods you already use.
A Strengths-Based Lens for the Leaders You Coach
Your work centers on helping leaders use their natural impact inside complex organizations. The Core Values Index gives you a focused way to show executives how they are wired for decision-making, team interaction, and high-pressure performance.
The CVI is not a personality test and not a diagnostic. It reveals the consistent internal drivers that shape how each leader thinks, acts, and contributes. Used early in a coaching engagement, it gives you and your client a shared, strengths-first language for the work ahead.
Four Ways the CVI Strengthens Your Coaching
Adds Depth Without Replacing Your Toolkit
The CVI sits alongside 360 feedback, competency models, and your own methodologies. It surfaces the wiring underneath the behavior, so you can tell core tendencies apart from situational reactions in real time.
Gives Leaders Language for Their Patterns
Executives often judge themselves harshly because they treat their natural responses as personal flaws. The CVI lets them name their wiring — risk-taker, connector, problem-solver, knowledge-keeper — and reframe repeated patterns as foreseeable, not failures.
Clarifies Leadership Friction Points
Many leadership challenges are not capability gaps. They are wiring mismatches with the role, the team, or the moment. The CVI surfaces those mismatches so coaching shifts from “fix the defect” to “design for fit.”
Builds a Balanced Self-View
The CVI frames every trait as context-dependent — a strength in some settings, a stretch in others. Leaders learn to lean into their zones of natural power, recognize where their wiring creates resistance, and make cleaner choices about staffing, hand-offs, and growth investments.
How Coaches Weave the CVI Into a Coaching Arc
The CVI works best as a continuous reference point across an engagement, not a one-time snapshot. A typical integration looks like this:
Open with the CVI
Have the leader complete the assessment before the first or second session. Use the report to frame their leadership identity in positive, specific terms.
Return to It as Real Tests Arrive
When team friction, board pressure, or strategic decisions surface, revisit the profile to contextualize the leader’s response and steer growth.
Build Leadership Agreements That Honor the Wiring
Co-create concrete agreements covering decision flows, communication styles, and delegation patterns that fit how the leader is actually built.
Why Coaches Choose the CVI
Strengths-First
No diagnostic framing, no deficit labels. Aligns with the way good coaches already work.
Simple to Deliver
Easy to administer, easy to interpret, and immediately relevant to leadership scenarios.
Stable Over Time
97.7% repeat reliability means the insights stay relevant across multi-year engagements.
Works Across the C-Suite
Useful across functions, industries, and seniority levels — from new managers to CEOs.
Bring the CVI Into Your Coaching Practice
Get certified to administer the CVI with your executive clients and add it to your toolkit.