Values, attitudes, and beliefs are frequently neglected in education for public service. It is difficult to teach these concepts in a traditional pedagogical manner. Instead, concentration on these concepts is more appropriate through the "andragogical" approach often used in executive development programs. "Andragogy" is based on the educational needs of the student and includes personal and affective feedback. Executive development is intended to help effective managers become more effective. Since attitudes spring from values that are enduring beliefs, values are more critical than attitudes or beliefs. The four critical stages of executive development are self-examination, self-expectations, hypothesis development, and hypothesis testing. During the self-examination stage, the executive looks inside to discover values, expresses them to another person, and receives feedback about them. During the self-expectations stage, the executive determines what kind of person he or she wishes to become. During the hypothesis development stage, the executive determines whether to change values and what values to change. During hypothesis testing, executives change their behaviors in accordance with their new values and determine how well the new values work in the real world. This new awareness of the relationship between values and behavior allows administrators to improve their effectiveness. (Author/JM)