The conversations sparked at the 50th Annual Robert S. Hartman Institute Conference continued during the November Hartman Happy Hour, bringing together members to revisit key presentations, explore emerging research and consider how the work of formal axiology can continue to develop.
The discussion ranged across the Hartman Value Profile (HVP), the interpretation of assessment data, the practical application of axiology in coaching and business, and the importance of making Hartman's work relevant to new generations and cultural contexts.
Several themes stood out: the value of continued research, the need to connect theory with real-world practice, and the importance of keeping the intrinsic dimension of human value at the centre of the Institute's work.
What Can Assessment Data Reveal About How We Value?
One of the key research themes came from Mark Moore's conference presentation, which explored patterns in how people respond to the 18-word statement set used in the Hartman Value Profile.
A particularly interesting finding was that transpositions appeared to be more accurately identified than compositions. In other words, the data suggested that people may be better at recognising devaluations than identifying valuations.
Jonathan shared that a similar pattern had appeared in data from his own work in behavioural health, raising the possibility that this observation could be explored across a wider range of assessment results.
The discussion considered whether these patterns might vary across age groups, generations and cultural contexts. For example, could the values people prioritise change over the course of their lives? Might different generations interpret particular statements in different ways?
These questions have prompted plans for further research, including the collection of anonymised assessment and demographic data from people willing to contribute. The aim is to build a broader understanding of how people value, and how these patterns may differ between populations.
The conversation also highlighted the importance of collecting data responsibly and developing a consistent methodology so that findings can be explored and compared meaningfully.
The Language of the 50th Conference: Why Intrinsic Value Stood Out
Another contribution offered a different way of looking back at the conference. Alina presented an analysis of approximately 74,000 words drawn from the conference presentations, examining the language and themes that appeared throughout the event.
The most frequently used content word was "intrinsic."
This finding was particularly meaningful given the Institute's focus on the intrinsic dimension of value and the importance of recognising the unique worth of people. It suggested that, across a wide range of presentations and perspectives, the conference repeatedly returned to a central concern of Hartman's work.
The analysis also prompted reflection on some of the broader ideas explored during the conference, including the dynamic nature of human beings, personal development, and the importance of bringing axiology into everyday life.
The discussion considered how language shapes our understanding of value, particularly as artificial intelligence and large language models become more prominent. While these technologies create new opportunities for analysing language and information, the conversation also emphasised the continuing importance of human interpretation and intuition.
The challenge is not simply to identify which words appear most often, but to understand the meaning and values behind them.
What Are We Learning About Work and Well-Being?
Fernanda Zenizo shared findings from her work with large-scale employment assessment data, drawing on a dataset involving more than two million job applicants.
Her contribution explored patterns in employee behaviour and well-being, including observations from the period following COVID-19.
The data suggested that many behavioural patterns had remained relatively stable, while some areas showed signs of improvement. Teamwork, for example, appeared to have improved, although stress levels remained elevated.
The discussion raised important questions about what these patterns tell us about the changing experience of work. Improvements in collaboration do not necessarily mean that employees are experiencing less pressure or greater well-being overall.
For organisations, this reinforces the importance of looking beyond individual performance measures. Understanding how people experience their working environments, relate to colleagues and respond to pressure can offer a more complete picture of organisational health.
It also highlights the potential of assessment data to support conversations about employee experience and development, provided that findings are interpreted thoughtfully and in context.
Systemic Thinking and the Challenge of Changing Behaviour
The group also revisited a conference presentation exploring a proposed "flow tax" system. The concept involved taxing the movement of money rather than productivity, with the aim of addressing national debt and providing broader universal benefits.
The proposal prompted a discussion about the relationship between changing systems and changing behaviour.
While a new financial structure might alter the incentives people encounter, would it necessarily change the way they think about money? Or might people continue to behave according to familiar patterns, even within a different system?
This distinction is important from an axiological perspective. Systemic changes can reshape the conditions in which people make decisions, but lasting behavioural change may also require a shift in the values and assumptions guiding those decisions.
The discussion illustrated the appeal of systemic solutions while highlighting the need to consider their impact on the people expected to live and work within them.
Moving from Theory to Practical Application
A recurring theme throughout the Happy Hour was the need for more practical examples of how the Hartman Value Profile is being used effectively.
Participants expressed interest in detailed case studies showing how practitioners apply the HVP in coaching, consulting and organisational settings. Rather than focusing only on theoretical explanations or assessment results, there was a desire to understand what happens in practice: how findings are shared with clients, how they inform conversations, and how they contribute to meaningful change.
This raised an important opportunity for the Institute and its wider community. Practitioners have valuable experience applying axiology in different contexts, and sharing those experiences can help others understand both the possibilities and the practical challenges of the work.
The conversation also returned to the question of scientific validation. Participants considered how the HVP relates to other assessment instruments, including the Minnesota Multiphasic Personality Inventory (MMPI).
Previous work by Leon Pomeroy was discussed, including research exploring comparisons between the two measures. The conversation noted that some reported correlations were relatively modest and raised questions about the methods used. It also highlighted the importance of recognising that different instruments may be designed to measure different aspects of human experience.
The broader challenge is to communicate clearly what the HVP measures, how it is used, and what conclusions can reasonably be drawn from its results. Further validation work and stronger practical evidence can both contribute to that understanding.
Importantly, scientific validation and practical application do not need to be competing priorities. Careful research can strengthen the foundations of the work, while real-world case studies can demonstrate how axiological insights are being used to support people and organisations.
Continuing Hartman's Legacy Across Cultures and Generations
The Happy Hour also looked beyond the immediate research questions to consider the future development of axiology.
With participants joining from different parts of the world, the conversation reflected the increasingly international nature of the Hartman community. This brought attention to the importance of understanding how concepts of value are interpreted across different languages and cultural traditions.
One discussion explored Chinese philosophical ideas relating to the distinction between the true self and the real self, and how these concepts might offer useful perspectives for the continued development of axiology in different cultural contexts.
These exchanges point to an important opportunity: Hartman's work can remain grounded in its underlying principles while continuing to engage with different philosophical traditions, experiences and ways of understanding human beings.
The question is not simply how to preserve the legacy of formal axiology, but how to keep developing its relevance for the next generation.
Keeping the Conversation Moving Forward
The November Hartman Happy Hour demonstrated that the conversations surrounding the 50th Annual Conference are far from over. The session brought together research findings, practical questions and new perspectives, while identifying opportunities for further collaboration.
From exploring patterns in HVP data to sharing real-world applications, strengthening validation and engaging with different cultural traditions, the discussion reflected a shared interest in taking axiology beyond theory and into practice.
Ultimately, continuing Hartman's legacy means remaining curious, asking better questions and creating opportunities for people to learn from one another.
To access the full recording of this Hartman Happy Hour and take part in future live discussions, become a member of the Robert S. Hartman Institute. Membership provides access to previous Hartman Happy Hour recordings, member resources and opportunities to connect with a global community exploring the theory and application of formal axiology.
