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What the Scores Mean

These scores are calculated as a percentage of the possible points your employee could have scored for each attribute. This can help you understand how strong their leanings are towards a specific trait. As you might guess, a higher score means they identify with an attribute more. This isn't a right-or-wrong type of score- just an extra indicator of their preferences!

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What is the Domain Breakdown?

This is a snapshot of what form of compensation matters most to your employee and the balance between them. The report is intentionally broad and should be used only as a guide as assess their fit with an opportunity. The three domains (Approach, Environment, and Outcomes) are presented as a diagram proportionally divided to correlate with their responses. We find it helps to see the forest before we focus on the trees.

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George Harrison's Results

As an employee in the roll of Marketing Supervisor

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Your employee's results have been compiled below! You will see their High-low Report, which includes breakdowns of their top 3 and bottom 3 key indicators, as well as their Mid Report, which shows which attributes fall in the center of their workplace preferences.

Feeling overwhelmed by your results or just not sure where to start?
Check out our guide on How to Read Your Results.

Domain Breakdown

What's this?

The strength of the Domain scores indicates what class of compensation an individual values most. While not as specific as the individual results that follow, these results help us better understand the priorities and enable more productive conversations. Consider focusing negotiations and team-building discussions around the Domains that are strongest, even if you need to give a little on the side of the chart that is least represented. (For more tips on developing Domain-based strategies, contact our team of consultants.)

Satisfaction in our careers depends on how we do a job, not just the nature of the work performed. Two people can fill a role equally effectively but approach their work entirely differently. Their success and happiness depend largely on their ability to work in the most effective way for them.
The average person will spend over 90,000 hours of their life at work. More waking hours will be spent at work than engaged in any other single task. It is important that you work in an environment where you are empowered to be your best self.
Employment at its root is a contract between employers and employees. Our employers receive the time and results of our efforts, and we are compensated. Compensation is why we work. There are several varieties of compensation. Assessing the merits of each of these outcomes leads to more strategic career choices.

High Report

The following results represent the Attributes that contribute most to your employee or candidate's fit with employment opportunities. With the insights shared below, you should be able to develop a strategy that will effectively support evaluating a candidate, contract negotiation, performance evaluation, and aid with their self-discovery.

#1

Purpose Highest Attribute

Where This Fits

Purpose is an OUTCOME value, reflecting a desire for work that is deeply meaningful and connected to a cause or mission. For those who value purpose, work satisfaction is closely tied to the sense that their efforts are making a positive impact, whether by serving a community, advancing a mission, or supporting others. Feeling purpose at work provides a strong sense of motivation and fulfillment, transforming work from just a job into something that brings meaning and value to daily life.

What You’re Seeking

With purpose as a top value, you’re looking for roles that allow you to connect with the organization’s mission, contribute to a meaningful cause, or make a difference in people’s lives. You’re likely to find satisfaction in environments where you can see the direct impact of your work on clients, colleagues, or the community. Whether the purpose is social, environmental, educational, or otherwise, aligning with an organization’s mission will be essential to feeling engaged and fulfilled. Finding purpose may mean focusing on roles where values are integral to the company culture and where the team shares a commitment to making a positive impact.

Purpose aligns well with values like Collaboration (working with others toward a common goal), Sociability (connecting with people who care about similar causes), and Leadership (guiding others to achieve meaningful goals). Together, these values foster a work environment that is both socially and professionally fulfilling.

Crafting Your Position

Deepen your sense of purpose by focusing on impact, connections, and contributions.

  1. Connect with the Beneficiaries of Your Work: If possible, find ways to interact directly with the people or groups who benefit from your work. This might mean spending time with clients, observing how your work affects others, or even reading testimonials, which can be a great reminder of your impact.
  2. Align Projects with the Mission: Whenever possible, choose projects that directly contribute to the organization’s mission. Propose initiatives that align with the company’s purpose and allow you to feel a stronger connection to meaningful outcomes.
  3. Build Relationships with Like-Minded Colleagues: Seek out colleagues who share your values and are equally inspired by the mission. Working with others who feel connected to the purpose can amplify your own motivation and strengthen team commitment.
  4. Highlight the Purpose in Daily Work: Remind yourself and your team of the mission regularly, especially in meetings or during project updates. Keeping the purpose visible will help reinforce why you do what you do, even on challenging days.
  5. Share Stories of Impact: When you or your team accomplish something meaningful, share the story. Whether it’s in a team meeting, a newsletter, or a presentation, celebrating these moments of impact can reinforce your sense of purpose and inspire others.
  6. Engage in Volunteer or Outreach Opportunities: Many mission-driven organizations offer volunteer or outreach programs. Participate in or help organize these efforts, which are a direct way to connect with the mission outside of your regular duties.

Potential Pitfalls & Solutions

Balance your desire for purpose with realistic expectations and empathy for different perspectives.

  1. Pitfall: Feeling Isolated When Others Don’t Share Your Passion
    Solution: Recognize that different team members are motivated by different values, and that’s okay. Focus on building connections with colleagues who do share your passion, while respecting those who may not prioritize purpose in the same way.
  2. Pitfall: Frustration with Routine Tasks That Feel Detached from Purpose
    Solution: Look for ways to connect even routine tasks back to the larger mission. For example, consider how these tasks support the overall mission or contribute indirectly to the company’s impact.
  3. Pitfall: Becoming Discouraged by Bureaucracy or Obstacles to Impact
    Solution: Find small wins and incremental changes that align with the mission, even if they don’t solve every issue. Set realistic goals for progress and celebrate these steps toward greater impact.
  4. Pitfall: Risk of Burnout Due to Over-Commitment to the Mission
    Solution: Set healthy boundaries to ensure your dedication to purpose doesn’t lead to burnout. Recognize that self-care is crucial to sustaining your commitment to the mission in the long term.

By embracing roles and projects that reinforce purpose and connecting with like-minded colleagues, you can make your work deeply meaningful. These strategies will allow you to contribute in ways that resonate with your values and foster a fulfilling, impactful career.

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#2

Training

Where This Fits

Training is an APPROACH value, reflecting a desire to learn, grow, and gain expertise through professional development and mentorship. For those who value training highly, the opportunity to acquire new skills and knowledge is a key factor in job satisfaction. Training not only builds immediate capability but also contributes to long-term career advancement, providing foundational skills that become more valuable over time. The right training can be transformative, giving you insights and tools to stand out in your field and prepare for future roles.

What You’re Seeking

If training is a top value, you’re likely looking for roles that offer structured learning opportunities, mentorship, and hands-on development. A position with a strong focus on professional development, clear career pathways, and access to expert mentors will provide you with the most satisfaction. You may benefit from formal onboarding programs, training workshops, or mentorship relationships that give you valuable industry insights. Look for roles that emphasize skill-building, with leaders who are invested in teaching and supporting your growth.

Training pairs well with values like Specialization (developing expertise in a particular area), Clarity (structured guidance on performance and skill expectations), and Purpose (growing toward meaningful contributions). Together, these values support an environment where continuous learning is prioritized, allowing you to deepen your skills and knowledge over time.

Crafting Your Position

Maximize training opportunities by actively seeking feedback, resources, and mentorship.

  1. Request a Development Plan: Work with your manager to create a development plan that outlines your training goals and milestones. This can include specific skills, certifications, or areas of knowledge to build in the short and long term.
  2. Seek Out Knowledgeable Mentors: Identify colleagues or leaders in your organization whose expertise aligns with your goals. Request regular check-ins or shadowing opportunities to gain valuable insights from their experience.
  3. Take Advantage of On-the-Job Learning: Ask to be included in projects where you can develop new skills or apply unfamiliar techniques. Hands-on learning is one of the most effective forms of training and helps you gain practical experience.
  4. Ask for Regular Feedback and Performance Reviews: Feedback is essential for growth, so schedule regular reviews with your manager to discuss your progress, identify areas for improvement, and refine your development plan.
  5. Pursue Certifications or External Training Programs: If your company supports additional certifications or workshops, take advantage of these resources. Formal training programs can deepen your expertise and make you more valuable to the organization.
  6. Document and Reflect on Your Learning: Keep a journal of key learnings, challenges, and accomplishments. Reflecting on your progress helps you recognize growth over time and provides a record of your training journey.

Potential Pitfalls & Solutions

Balance your focus on training with practical application to maximize growth.

  1. Pitfall: Frustration with Limited Training Resources
    Solution: If formal training resources are limited, seek informal learning opportunities. Ask to shadow experienced colleagues or participate in relevant projects to gain knowledge through experience.
  2. Pitfall: Dependency on Mentorship Without Independent Growth
    Solution: While mentorship is valuable, strive to apply and adapt what you learn independently. Take initiative on projects where you can implement your training, showing both growth and autonomy.
  3. Pitfall: Risk of Overcommitting to Training at the Expense of Performance
    Solution: Balance training with your regular responsibilities by setting aside dedicated time for learning that doesn’t interfere with your core tasks. Manage your time carefully to ensure training enhances rather than detracts from your productivity.
  4. Pitfall: Disappointment with Quality of Training Programs or Mentors
    Solution: If training quality is lacking, seek out supplementary resources, such as online courses, industry groups, or peer networks. Look beyond your organization to fill gaps in knowledge and gain access to high-quality learning materials.

By actively engaging with training opportunities, seeking knowledgeable mentors, and applying what you learn, you’ll cultivate an environment of continuous growth. These strategies allow you to build your skills and advance your career while making meaningful contributions to your current role.

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#3

Clarity

Where This Fits

Clarity is an APPROACH value, which focuses on the importance of understanding exactly what is expected and how success is defined. If you score high in clarity, you likely thrive in environments with well-outlined roles, structured processes, and specific feedback loops. In the workplace, clear expectations help streamline tasks, reduce uncertainty, and allow people to focus on honing their skills and becoming highly competent. This clarity not only boosts confidence and productivity but also helps align personal goals with organizational expectations.

What You’re Seeking

When clarity is a top value, you’re looking for a work environment that offers well-defined expectations and regular feedback. This type of setting enables you to feel secure and effective, knowing exactly what’s required to succeed. A clear understanding of what defines success allows you to work toward mastery in your role, rather than wasting energy on guessing what might be needed. Clarity also helps you manage your time more effectively, allowing you to prioritize your efforts around specific objectives.

Clarity complements values like Autonomy (clear goals that you can then independently work toward), Purpose (clear connection between what you do and why it matters), and Predictability (stability through defined routines and roles). Together, these values enable you to achieve a sense of competence and control in your work.

Crafting Your Position

Bring more clarity into your role by aligning expectations and feedback with your strengths.

  1. Seek Out Defined Goals and Metrics: Meet with your manager to identify and agree upon specific objectives and metrics. Ask for measurable indicators of success that you can work toward consistently.
  2. Use Project Plans to Increase Transparency: When starting a new project, create a clear plan with steps, deadlines, and success metrics. Share this with key stakeholders to ensure you’re all aligned from the outset.
  3. Request Regular Check-Ins for Feedback: Schedule regular (e.g., weekly or biweekly) feedback sessions with your manager. This allows you to verify you’re on track and correct course if needed, while also highlighting your progress.
  4. Build a Routine for Your Key Responsibilities: Develop structured routines for your main tasks. Clear routines can help increase productivity by reducing decision fatigue and ensuring consistency in your work quality.
  5. Document Best Practices and Successes: Keep a record of your achievements, particularly in areas where you’ve achieved clear wins. This helps reinforce your understanding of what works and builds confidence in your role.
  6. Align on Career Development Goals: If there’s an area of expertise you’d like to develop, work with your manager to set clear steps and timelines for progress in that area, so you’re always growing toward a defined goal.

Potential Pitfalls & Solutions

Use structure to prevent clarity from becoming restrictive or overwhelming.

  1. Pitfall: Feeling Stifled by Overly Rigid Processes
    Solution: Identify where flexibility is possible, such as suggesting minor adjustments in your workflow. Discuss with your manager how a slightly adapted process could still meet the same clear outcomes without feeling too confining.
  2. Pitfall: Struggling with Ambiguity When It Inevitably Arises
    Solution: When unclear tasks come your way, request context and examples. If the goal remains undefined, propose a clear approach you can follow. This can help reduce stress while awaiting additional guidance.
  3. Pitfall: Potential Frustration with Others Who Operate More Flexibly
    Solution: Recognize that not everyone has clarity as a top value. When working with colleagues who are less structured, set expectations within your sphere of influence and communicate your needs, without imposing rigid demands on others.
  4. Pitfall: Losing Sight of the Bigger Picture
    Solution: Periodically revisit the larger goals of your team or department to ensure your work aligns with broader objectives. Sometimes, clarity in day-to-day tasks can lead to a loss of perspective on long-term goals, so set reminders to revisit your work’s overall purpose.

Building clarity in your role will allow you to excel by knowing exactly where to focus your energy and how to continuously improve. Through regular alignment, feedback, and personal routines, you can optimize your performance and confidence in a way that aligns with your values.

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Low Report

These Attributes are the least correlated with “fit" for your employee or candidate. In any relationship or negotiation, it is helpful to know what each side might be able to give in exchange for what you need. Where a low need from an employee or candidate aligns with a high need on your part, a mutually beneficial arrangement can likely be made.

#13

Flexibility

Where This Fits
Flexibility is an ENVIRONMENT value, reflecting how much adaptability and freedom someone desires in their work schedule and conditions. While some people thrive in roles with high flexibility, others find satisfaction in structured environments with defined hours and expectations. If flexibility ranks lower for you, it suggests a preference for stability and routine, which can contribute to a strong work-life balance.

Leveraging Lower Values
Maximizing structured work hours to protect work-life balance and minimize spillover
Having flexibility as a lower priority means you’re likely comfortable with predictable schedules and firm start-and-end times, which can be highly beneficial for maintaining a consistent routine. This can be an advantage, as it supports roles that emphasize structured hours without the expectation of working beyond those limits. This preference can actually enhance work-life balance, as it allows you to set clear boundaries between work and personal life, without the constant need to adjust to changing demands. Embracing this structure can also make it easier to reserve energy and time for personal commitments and interests outside of work, leading to a more balanced and sustainable approach to your career.

Strategic Advantages
Embracing reliable routines to protect personal time and maintain focus

  • Flexible Approaches: Seek roles that have clear boundaries around work hours, such as positions with fixed schedules. This will help you manage your time effectively and minimize disruptions, allowing you to focus fully on work when you’re on the clock.
  • Using This Value as a Support for Higher Values: By working in a structured role, you can dedicate more energy to priorities like family time, personal development, or hobbies. Without needing to adapt constantly to changes, you’ll have the mental space to pursue fulfilling activities outside of work.
  • Opportunities for Quick Wins: Take advantage of your consistent schedule by planning personal activities or setting goals outside of work. For instance, you can set a regular exercise or hobby schedule, confident that your work commitments won’t interfere. This structure not only supports your productivity but also reinforces a satisfying work-life balance.
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#14

Status

Where This Fits
Status is an Outcome value, associated with recognition, influence, and external validation in the workplace. When Status is a lower priority, it means that you don’t rely heavily on external recognition to feel valued, allowing you to focus on work that feels meaningful on a personal level. This can create flexibility in the kinds of roles you pursue and help you find fulfillment in work that aligns with your personal standards rather than others' admiration. Understanding this gives you the freedom to emphasize other priorities and excel in ways that are self-sustaining.

Leveraging Lower Values
Find satisfaction through meaningful work, rather than external validation.
With Status as a low priority, you’re less reliant on workplace recognition, allowing you to pursue roles where intrinsic motivation—rather than external approval—drives your performance. This preference enables you to contribute effectively in roles that might lack prestige but align well with your interests or strengths. Additionally, you can find fulfillment in areas outside of work, such as community involvement or personal achievements. If you also score high in values like Purpose, Autonomy, or Remuneration, this alignment can provide a strong foundation for a fulfilling and balanced work life.

Strategic Advantages
Embrace opportunities for meaningful work that aren’t tied to recognition.

  • Flexible Approaches: Focus on roles where the work itself is fulfilling, regardless of its visibility or perceived prestige. Roles that emphasize meaningful impact or personal growth over external validation will allow you to thrive without a need for public acknowledgment.
  • Using This Value as Support for Higher Values: If values like Purpose, Training, or Collaboration rank high, choose environments where you can develop skills or make meaningful contributions. The ability to work for self-driven satisfaction enables you to excel in roles others might find lacking in prestige, giving you an advantage.
  • Opportunities for Quick Wins: Look for ways to build a sense of accomplishment through private recognition. This could involve personal goal-setting, creating a record of achievements, or receiving feedback from mentors rather than seeking broader acknowledgment. This approach reinforces self-worth without needing to rely on external validation.
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#15

Autonomy Lowest Attribute

Where This Fits
Autonomy is an APPROACH value, reflecting how individuals prefer to do their work rather than the type of work itself. People can achieve great success in the same role while using different approaches based on what brings them satisfaction. Knowing that autonomy is a lower priority helps clarify areas where you may be more adaptable, allowing for increased collaboration and team integration without feeling the need for high levels of personal control.

Leveraging Lower Values
Using your preference for collaboration to excel and find meaning in teamwork
Having autonomy as a lower priority doesn't mean you’re not independent or driven; it simply highlights a comfort and preference for coordination with others. Rather than seeking full control, you likely thrive when you can contribute to a shared mission as part of a well-structured team. This insight helps you approach tasks in ways that complement a collective effort, which can improve both satisfaction and productivity. Recognizing this can also allow you to focus on roles or tasks where collaboration is high, creating room for interactions that enhance connection with your work and your colleagues. If working with others aligns with higher values, low autonomy can actually help you focus on what brings you fulfillment while relying on others for the support and input that energizes you.

Strategic Advantages
Applying flexibility to autonomy for a teamwork-oriented, fulfilling approach

  • Flexible Approaches: Embrace roles or projects where the responsibilities are well-defined, and where individual initiative is balanced with clear collaboration. This lets you engage effectively with team members without the pressure of needing full control over decisions, which can allow for a natural alignment with your approach preferences.
  • Using This Value as a Support for Higher Values: Leverage your preference for lower autonomy to deepen relationships with your team. The ability to work well in a coordinated environment can help you direct more energy into fostering connections or focusing on outcomes that you value most.
  • Opportunities for Quick Wins: Take the initiative to discuss workflow and communication preferences with your team, especially around project timelines or task clarity. A quick conversation can go a long way toward ensuring mutual support, minimizing micromanagement concerns, and creating a team structure that feels both engaging and supportive.
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Mid Report

These key-indicators, while not as relevant to negotiation strategies or culture building, but should be studied and understood because, over the course of an employee’s career, it is likely that one or more of these results will increase in importance. There also might be an insight or question that will be of value, particularly as you compare this employee to others.

#4

Leadership

Where This Fits

Leadership is an ENVIRONMENT value, focusing on the importance of strong, effective, and inspiring guidance within the workplace. For those who value leadership, work satisfaction is closely linked to belief in the company’s mission and respect for its leaders. A healthy leadership culture can provide you with motivation, a sense of direction, and trust that the organization’s goals align with your own. Whether you aspire to lead directly or simply value being part of a well-led team, leadership plays a critical role in how you experience and engage with your work.

What You’re Seeking

With leadership as a top value, you’re looking for a work environment with credible, transparent, and supportive leaders. You’ll thrive in a company with a clear mission, where leadership sets the tone for an inspiring culture. Opportunities to take on supervisory or project-based leadership roles are also important, as they allow you to develop your own style and put your leadership instincts to use. When strong leadership is present, you can feel more engaged and committed to your work, confident in the direction the company is moving.

Leadership pairs well with values like Purpose (aligning with a meaningful mission), Clarity (clear communication from leaders), and Autonomy (leading your own work and contributing meaningfully). Together, these values help create a motivating and stable work environment where you can develop both your skills and your leadership potential.

Crafting Your Position

Strengthen leadership qualities in your role by seeking visibility and opportunities to contribute strategically.

  1. Engage Actively with Current Leaders: Seek regular feedback and insights from your direct manager or department head. By engaging with leadership, you’ll not only learn but also build rapport with key figures in your organization.
  2. Volunteer for Team Leadership on Projects: If formal leadership roles aren’t immediately available, take the lead on smaller projects or volunteer to coordinate team tasks. These experiences allow you to develop and showcase your leadership skills in a practical context.
  3. Develop a Personal Leadership Style: Reflect on leadership styles you admire and practice incorporating those elements into your interactions with others. Whether you lead directly or indirectly, consider ways to foster a positive and motivational influence on your colleagues.
  4. Stay Informed About Company Strategy and Vision: Make an effort to understand the organization’s mission, goals, and strategies. When you have a clear sense of the company’s direction, it’s easier to align your work with larger objectives and to motivate those around you.
  5. Take Initiative to Mentor or Support Peers: Offer mentorship to newer colleagues or peers who are working on unfamiliar tasks. Providing guidance, even informally, builds your leadership experience and shows that you’re committed to the team’s growth.
  6. Share Ideas and Solutions Proactively: Voice suggestions on improvements or innovative ideas during meetings or one-on-ones. Leadership isn’t limited to formal titles; your proactive problem-solving and initiative can make a meaningful impact and help establish you as a trusted contributor.

Potential Pitfalls & Solutions

Balance your desire for strong leadership with adaptability to diverse styles.

  1. Pitfall: Frustration with Ineffective Leadership
    Solution: Focus on the aspects of the company’s mission or work culture that resonate with you, even if specific leaders don’t fully meet your expectations. Seek informal mentorship from leaders who do inspire you, even if they’re not directly in your line of management.
  2. Pitfall: Risk of Overstepping When Acting in a Leadership Capacity
    Solution: When stepping up, especially if it’s informal, clarify your role with your team or manager. Set respectful boundaries and communicate openly, ensuring that your support complements rather than conflicts with existing leadership.
  3. Pitfall: Difficulty Navigating Hierarchical Bureaucracy
    Solution: Work within existing systems to make an impact, using clear communication and patience. Emphasize constructive feedback and solutions when advocating for improvements, and consider aligning with allies within leadership to champion your ideas.
  4. Pitfall: Feeling Stifled in Roles Without Leadership Opportunities
    Solution: Look for ways to add leadership elements within your current role. This can include mentoring, managing small projects, or advocating for workplace improvements. If long-term leadership growth seems limited, consider building skills that position you for a future leadership role, either within or outside the organization.

By building strong relationships, seeking opportunities to lead projects, and aligning with inspiring leaders, you can integrate your leadership values into your role. This approach will allow you to create a positive, motivating environment for yourself and those around you.

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#5

Predictability

Where This Fits

Predictability is an APPROACH value, focusing on the desire for structure, routine, and clear expectations. People who value predictability thrive in roles where responsibilities are clearly defined, and where expectations are consistent and measurable. Having predictability at work can reduce stress, boost productivity, and make it easier to plan and prioritize tasks. In a predictable environment, you’re better able to exceed expectations, as you can anticipate what’s needed and make steady progress without frequent changes in direction or scope.

What You’re Seeking

With predictability as a top value, you’re looking for a work environment where roles and responsibilities are clearly laid out and where day-to-day tasks follow a stable rhythm. You likely prefer roles that provide detailed guidance on how success is defined and measured, allowing you to focus on doing your best work within an established structure. Predictable environments offer you a sense of control and allow you to develop routines that maximize your productivity and efficiency.

Predictability pairs well with values like Clarity (well-defined tasks and expectations), Autonomy (self-directed work within a structured framework), and Specialization (focused expertise in an area where you can steadily improve). Together, these values provide a satisfying work environment that is reliable, productive, and fulfilling.

Crafting Your Position

Enhance predictability in your role by establishing clear routines and expectations.

  1. Ask for Specific Goals and Metrics: During goal-setting discussions with your manager, ask for clear performance metrics and measurable objectives. This will give you concrete targets and help you understand exactly what success looks like in your role.
  2. Create Consistent Routines for Your Work: Structure your day with routines that help you focus and complete tasks efficiently. For example, dedicate specific times for high-priority tasks, project updates, and administrative duties.
  3. Clarify Your Role in Team Projects: When working on a team, define your responsibilities and expected deliverables early on. This allows you to manage your workload predictably and ensures everyone is aligned on who is responsible for what.
  4. Request Regular Check-Ins with Your Manager: Propose a set schedule for check-ins or performance reviews, such as monthly or quarterly. This ensures you’ll receive consistent feedback, which will help you stay on track and make adjustments as needed.
  5. Plan for Long-Term Goals and Projects: Create a roadmap for your long-term projects, breaking down large tasks into smaller, predictable steps. This makes big projects feel more manageable and allows you to see steady progress.
  6. Document Best Practices: Take the initiative to document workflows, best practices, and guidelines for repeat tasks. Not only does this make your job easier, but it can also be helpful to teammates and reinforces a predictable process.

Potential Pitfalls & Solutions

Balance predictability with adaptability to handle occasional change effectively.

  1. Pitfall: Struggling with Unplanned Changes
    Solution: Build buffer time into your schedule so you’re prepared to handle unexpected requests without overwhelming your existing routine. When changes do arise, ask for clarification on priorities to keep disruptions manageable.
  2. Pitfall: Frustration with Ambiguous Tasks
    Solution: If an assignment lacks clarity, seek additional information or context from your manager or colleagues. Suggest potential approaches to the task and get feedback, which can help provide the structure you need to move forward confidently.
  3. Pitfall: Difficulty Adapting in Dynamic Environments
    Solution: Embrace micro-adjustments, like setting short-term goals for unpredictable situations. Focus on what you can control within the broader environment, such as organizing your own tasks and routines as consistently as possible.
  4. Pitfall: Risk of Being Overlooked for “Flexible” Roles or Projects
    Solution: Emphasize your strength in delivering reliable, high-quality work due to your organized and methodical approach. In discussions about project assignments, highlight how your ability to anticipate needs can benefit team performance and outcomes.

By reinforcing predictability in your role and staying adaptable within a structured framework, you can enjoy a fulfilling work environment that leverages your strengths and supports your goals. This approach allows you to contribute effectively and navigate occasional changes without disrupting your productivity.

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#6

Specialization

Where This Fits

Specialization is an APPROACH value, which emphasizes deep expertise and mastery in a specific skill or field. People who prioritize specialization are often highly motivated by the opportunity to refine their abilities, become experts, and develop a unique niche within their profession. Focusing on specialization can be incredibly satisfying, as it often includes measurable growth, recognition of expertise, and unique contributions that make work feel both significant and personally rewarding. Whether in creative fields, technical roles, or analytical areas, specialization offers the chance to stand out as a go-to authority within an organization.

What You’re Seeking

If specialization is among your top values, you are looking for roles that enable you to deepen your expertise and demonstrate your skills in a clear, impactful way. You likely find fulfillment in mastering techniques or topics that not everyone around you is able to do, and you appreciate roles that allow for measurable, steady growth toward mastery. Developing a specialty often means focusing on skills that are quantifiable, allowing for concrete progress and enabling others to recognize your contributions.

Specialization pairs well with values like Autonomy (working independently to build expertise), Purpose (knowing your specialized skills are meaningful and valuable), and Training (opportunities to advance skills through formal or informal education). Together, these values contribute to creating a sense of satisfaction from mastering complex tasks and being trusted to handle important aspects of your work.

Crafting Your Position

Elevate your expertise by creating opportunities to develop and showcase specialized skills.

  1. Identify Your Core Strengths: Take inventory of the skills you enjoy developing and could envision becoming an expert in. Focus on skills that are in demand in your field and that genuinely interest you.
  2. Seek Out Skill-Intensive Tasks: Volunteer for projects that require deep technical knowledge, specific problem-solving abilities, or unique talents. By repeatedly working on these tasks, you will accelerate your path toward expertise.
  3. Pursue Continuous Learning: Enroll in relevant courses or certifications, attend workshops, or engage in advanced training programs related to your specialty. Not only will this build your expertise, but it will also signal your commitment to your field.
  4. Create Documentation and Resources: Develop resources like guides or process documentation for others based on your specialty. This practice not only reinforces your knowledge but also positions you as a resourceful expert in your area.
  5. Request Skill-Focused Feedback: Ask your manager or peers to provide feedback on specific skills that are central to your specialization. This feedback will give you actionable insights into areas of improvement and reinforce your growth.
  6. Showcase Your Skills in Team Meetings: Use team meetings to demonstrate how your specialized skills are benefiting the organization, whether through presentations, reports, or offering to mentor colleagues. This boosts visibility and reinforces your role as the team’s expert.

Potential Pitfalls & Solutions

Stay adaptable while maintaining focus on your specialization goals.

  1. Pitfall: Risk of Skills Becoming Too Narrow
    Solution: While deep expertise is valuable, make sure to monitor trends in your industry to avoid becoming too specialized in a skill with diminishing relevance. Diversify slightly within your area to stay current and adaptable.
  2. Pitfall: Difficulty Balancing Team Collaboration with Specialist Focus
    Solution: Communicate clearly with team members about your area of focus and how it benefits the team. Encourage teammates to approach you for expertise within your specialty, while still engaging in collaborative work to maintain a team connection.
  3. Pitfall: Frustration with Generalized Tasks or Rotating Responsibilities
    Solution: Embrace general tasks as opportunities to apply your specialized knowledge in different contexts. Use each task to subtly reinforce your expertise by finding unique ways your specialty can enhance the outcomes.
  4. Pitfall: Overemphasis on Self-Promotion
    Solution: While showcasing expertise is important, balance this by supporting others’ successes. Regularly recognize team achievements as well, showing that you’re committed to shared goals alongside your specialized contributions.

By cultivating a focused path toward expertise while remaining adaptable and collaborative, you’ll establish yourself as a trusted, highly capable professional. This approach will allow you to grow your skills continuously and maintain long-term relevance in your field.

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#7

Remuneration

Where This Fits

Remuneration is an OUTCOME value, focusing on compensation, rewards, and financial security. For those who value remuneration, fair and competitive pay is central to feeling respected and satisfied at work. A good compensation package provides not only financial security but also serves as recognition for one’s contributions, reinforcing a sense of value and accomplishment. Transparency and fairness in compensation are particularly important, as they ensure that your efforts are accurately reflected in your pay and provide a clear path for financial growth.

What You’re Seeking

If remuneration is among your top values, you’re looking for roles that provide competitive pay, clear compensation structures, and opportunities for performance-based increases, such as bonuses, raises, or commissions. You’ll thrive in environments where financial rewards align with the level of effort and impact you bring to the organization. A role with transparent compensation policies and clear pathways for earning growth is likely to provide you with greater motivation and job satisfaction.

Remuneration pairs well with values like Leadership (having a voice in compensation discussions or pay policies), Purpose (aligning compensation with meaningful work), and Predictability (clear structures for raises and bonuses). Together, these values help create a secure, equitable, and rewarding work environment where your contributions feel valued.

Crafting Your Position

Optimize your earning potential by clearly communicating your value and negotiating effectively.

  1. Negotiate Based on Value, Not Just Tenure: Highlight the specific contributions and value you bring to the organization during salary reviews. Document your achievements and impact to build a strong case for performance-based raises or bonuses.
  2. Seek Clear Compensation Pathways: During goal-setting sessions, discuss the company’s compensation review schedule and how performance is evaluated for raises or promotions. Knowing the timing and criteria gives you a roadmap for financial growth.
  3. Consider Commission or Bonus Opportunities: If your role allows, explore commission structures, performance-based bonuses, or profit-sharing options. These additional earning opportunities can provide significant rewards for high performance.
  4. Stay Informed on Industry Pay Standards: Research market rates for your position and experience level. Knowing what’s typical in your industry strengthens your case in salary discussions and ensures your pay aligns with industry standards.
  5. Align with Transparent Organizations: Look for employers that are open about their pay structure, benefits, and growth opportunities. Transparent organizations are often more proactive in ensuring fair pay and minimizing pay-related frustrations.
  6. Build Skills that Command Higher Pay: Identify in-demand skills in your industry and focus on continuous learning and development in those areas. Specialized skills can make you more competitive and increase your leverage in salary negotiations.

Potential Pitfalls & Solutions

Balance a focus on remuneration with realistic expectations and open communication.

  1. Pitfall: Frustration Over Pay Inequities
    Solution: Approach pay discrepancies constructively by discussing your contributions and requesting clear guidelines on how to reach higher pay levels. Addressing compensation proactively rather than reactively can help mitigate frustration.
  2. Pitfall: Risk of Prioritizing Pay Over Job Satisfaction
    Solution: While pay is important, ensure other factors such as work environment, growth opportunities, and job satisfaction are also considered in job choices. A high-paying role with poor job satisfaction can impact your overall well-being.
  3. Pitfall: Lack of Pay Transparency
    Solution: Seek organizations with open pay policies and discuss compensation upfront during interviews. If transparency is limited, ask clarifying questions to understand the pay range, growth potential, and criteria for raises.
  4. Pitfall: Difficulty Advocating for Pay in a Sensitive Manner
    Solution: Frame compensation discussions in terms of your value to the company rather than personal needs. Prepare specific examples of your impact and contributions, and emphasize how fair compensation aligns with continued high performance.

By focusing on roles that provide fair pay, clear compensation growth paths, and recognizing your contributions, you’ll find positions where your financial goals are supported. These approaches will help you create a rewarding, satisfying work experience that aligns with both your career and lifestyle goals.

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#8

Variety

Where This Fits
Variety is an APPROACH value, describing the degree of change or diversity someone desires in their day-to-day tasks. Some individuals thrive in roles with a wide range of activities, while others prefer a more predictable environment. If variety ranks lower for you, it indicates a comfort with consistency and routine, allowing you to focus deeply on a set of core responsibilities.

Leveraging Lower Values
Embracing predictability to master your role and reduce anxiety
With variety as a lower priority, you likely find satisfaction in consistent, well-defined tasks that allow you to develop expertise over time. This approach can enhance your skills in specific areas, as you have the opportunity to refine and optimize how you approach tasks without frequent shifts in focus. Predictable roles can also contribute to a strong sense of stability and reduce the stress that often accompanies high-variety positions. By working in a setting where responsibilities are known and outcomes are expected, you can increase both confidence and competence. This clarity frees up mental energy to direct toward efficiency, accuracy, and quality, ensuring that your work remains both fulfilling and effective.

Strategic Advantages
Leveraging predictability for focus, mastery, and peace of mind

  • Flexible Approaches: Seek roles with established routines and clear expectations, where you can focus on honing your skills without the need for frequent task-switching. A predictable workflow will allow you to settle into a rhythm, leading to greater job satisfaction and less daily stress.
  • Using This Value as a Support for Higher Values: Use the stability of your role to prioritize values that bring meaning or satisfaction, such as deepening relationships with colleagues or achieving high standards of accuracy. With routine tasks, you’ll have more mental bandwidth to engage in meaningful connections or high-quality work.
  • Opportunities for Quick Wins: Establish a routine that supports focus and productivity, such as creating a checklist of core tasks. You can also set goals to track improvement in key areas, gaining satisfaction from building proficiency and adding value in a consistent, reliable way.
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#9

Sociability

Where This Fits
Sociability is an Environment value, reflecting how much interaction and connection with others impacts your work satisfaction. With Sociability as a lower priority, it means you’re comfortable working independently or with minimal social interaction, which can help you stay focused without being drawn into office dynamics. This independence lets you prioritize tasks and outcomes over relationships, giving you flexibility in considering roles that may be remote, solo, or minimally collaborative. Recognizing this can help you focus on your unique strengths, though some conscious attention to team dynamics can support your overall success.

Leveraging Lower Values
Focus on independent work styles while cultivating strategic connections.
When Sociability ranks low, you don’t rely on socializing to feel fulfilled at work, allowing you to thrive in roles with limited interaction. This autonomy helps you avoid distractions and stay productive, making it easier to prioritize efficiency and performance. If values like Autonomy, Specialization, or Purpose are high, your comfort working solo or remotely enables you to invest in roles where personal expertise or self-driven goals matter most. However, keeping occasional focus on networking can still support advancement, even if it’s not your primary motivator.

Strategic Advantages
Use your low need for social interaction to focus on individual contributions and strategic connections.

  • Flexible Approaches: Seek roles where you can work independently or remotely without needing high levels of interaction. This approach allows you to stay productive while reducing distractions. Independent or project-based roles can also align well with your preference for minimal sociability.
  • Using This Value as Support for Higher Values: If values like Autonomy or Specialization are high, focus on positions where individual expertise is essential, and recognition comes through contributions rather than social influence. Your ability to work effectively without social reinforcement can make you a valuable contributor to focused or technical projects.
  • Opportunities for Quick Wins: Practice proactive, strategic networking. While you may not need frequent interactions, occasional efforts to connect with key colleagues or industry contacts can boost career growth. This can include participating in targeted meetings, professional groups, or sharing expertise with others, helping you stay connected in ways that support long-term progress.
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#10

Excitement

Where This Fits
Excitement is an ENVIRONMENT value, relating to the level of stimulation a person seeks in their work setting. While some people thrive on high-energy, fast-paced roles, others find greater satisfaction in stable, consistent environments. With excitement as a lower priority, you have the flexibility to pursue roles that may not be high-adrenaline but still offer meaningful work. Recognizing this preference highlights your ability to excel without requiring a constant influx of high-intensity tasks.

Leveraging Lower Values
Embracing a steady work environment that aligns with personal balance
Having excitement as a low priority doesn’t mean you don’t value engagement—it simply means you don’t rely on your job to deliver constant stimulation. This can be a tremendous advantage, as it opens you up to a wider range of work environments, particularly those that are stable, structured, and supportive. You may find satisfaction in roles that focus on reliable outcomes and long-term projects without the need for frequent thrills or constant change. This preference can also support stronger work-life balance, allowing you to reserve your energy for other pursuits outside of work that bring excitement or adventure. By understanding this value, you can focus on roles that align with your strengths, where steady performance is valued over constant action, creating a work experience that’s sustainable and satisfying.

Strategic Advantages
Focusing on stability and balance to create fulfilling work routines

  • Flexible Approaches: Opt for roles that emphasize consistency and reliable processes. Jobs that offer a clear, steady workload and well-defined tasks allow you to work at your best without needing an adrenaline boost.
  • Using This Value as a Support for Higher Values: By not relying on work for excitement, you have more bandwidth to pursue what matters most to you, such as growth, creativity, or mastery in your role. You can focus on building expertise, developing projects, or supporting team goals with a clear mind and steady engagement.
  • Opportunities for Quick Wins: Set up routines that allow you to feel productive and accomplished without needing frequent highs. For example, creating a weekly schedule with clear milestones or periodic check-ins can help maintain steady motivation, supporting your best work without requiring a highly stimulating environment.
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#11

Collaboration

Where This Fits
Collaboration is an APPROACH value, indicating how individuals prefer to interact and work with others. While some people thrive in highly interactive roles, others find satisfaction in a more independent approach. Recognizing that collaboration is a lower priority can highlight your comfort with solitary tasks and self-directed projects, giving you flexibility to pursue roles where autonomy is key without feeling pressure to engage extensively in group work.

Leveraging Lower Values
Maximizing independence while ensuring meaningful connections
If collaboration is a lower priority, it doesn’t mean you can’t work with others; rather, it reflects your comfort with autonomy and a preference for focusing on tasks without constant input or oversight from a team. This independence can be a significant strength, especially in positions that require self-direction and deep focus, as you’re less likely to feel isolated when working on projects solo. It can also enhance productivity, as you can dedicate yourself to individual tasks without the interruptions or dependencies of regular group collaboration. Recognizing this lower priority allows you to seek roles that align with your strengths and preferences, while ensuring you stay connected with colleagues or mentors for balance.

Strategic Advantages
Balancing independence with selective collaboration for productivity and connection

  • Flexible Approaches: Opt for projects where you have ownership over your work and can set your own pace. Choosing roles or tasks that require individual effort will help you thrive while avoiding the need for frequent team-based activities.
  • Using This Value as a Support for Higher Values: Lean into your independence to allow time and energy for higher-priority values, such as creativity or flexibility. By minimizing the need for frequent group input, you can focus on what fulfills you most and supports your career growth.
  • Opportunities for Quick Wins: Build in small, intentional ways to stay connected with others to prevent isolation. Regularly schedule casual lunches, join a professional interest group, or engage in light-hearted chats with colleagues. These small actions allow for social balance without requiring extensive collaboration.
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#12

Location

Where This Fits
Location is an Environment value, reflecting how much a particular physical or geographic setting matters to your job satisfaction. With Location as a lower priority, you’re adaptable and can thrive in diverse settings, whether urban or rural, near family or far away. This adaptability is a key advantage, allowing you to focus on finding roles that align with your career priorities instead of limiting yourself by geography. Recognizing this also helps you maintain a broad range of opportunities while understanding that location needs may shift as personal circumstances change.

Leveraging Lower Values
Embrace geographic flexibility to expand your career options.
With Location low on your priority list, you’re open to pursuing roles based on factors other than geography, which allows for greater career exploration and potential advancement. This openness lets you focus on roles that fulfill higher priorities, such as Autonomy, Remuneration, or Variety, without needing a specific physical setting to feel satisfied. While this flexibility can be a strong asset, balancing it with occasional consideration of long-term location needs can help build both career and personal stability.

Strategic Advantages
Use geographic flexibility to seek roles that prioritize your most important career goals.

  • Flexible Approaches: Consider a wide range of locations when exploring job opportunities. Your openness to location can make remote, travel-based, or international roles more accessible, broadening your career horizons and increasing the chances of finding a role that meets your core values.
  • Using This Value as Support for Higher Values: If high values include Autonomy, Remuneration, or Variety, seek roles that emphasize these strengths rather than a specific setting. For example, a position that offers growth and learning in your field may be worth relocating for, even temporarily, if it aligns with your primary goals.
  • Opportunities for Quick Wins: Keep an eye on how your location preferences evolve over time. Regularly assess if a particular geographic fit would enhance your career or personal life. This approach allows you to remain adaptable while being mindful of your potential needs for a stable base as your life and career progress.
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