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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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Branch Growth's Results

As an employee in the roll of Soil Sifter

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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.

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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.

Attribute Results

Low

The results of the assessment have resulted in a tie between one or more key indicator. When this happens in the High-Low Report, we provide you with the results for all results that tied. For this reason, you see more than three results in the Low Report.

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

Collaboration Highest Attribute

Where This Fits

Collaboration is an APPROACH value that emphasizes teamwork and interpersonal connection in the workplace. Those who value collaboration seek out roles that enable them to engage actively with others, sharing ideas and working toward shared goals. This approach can be a significant driver of job satisfaction, as strong team dynamics often contribute to a sense of accomplishment and community at work. Successful collaboration doesn’t just mean working side by side—it means working toward common goals with mutual trust, shared purpose, and communication. Valuing collaboration can help you feel more engaged and motivated, as it offers chances to learn from others and be part of a cohesive, high-functioning group.

What You’re Seeking

With collaboration high on your list, you’re looking for roles that provide genuine teamwork, open communication, and a strong sense of shared purpose. You are likely to enjoy positions where success relies on working closely with others, brainstorming ideas, and combining strengths to overcome challenges. Positions with a collaborative culture will also give you the chance to build strong interpersonal relationships and develop skills in communication, leadership, and teamwork.

Collaboration pairs well with values like Sociability (seeking connection and interaction), Purpose (working toward shared goals that make a difference), and Flexibility (adapting to others’ needs and approaches). These values combined enable you to create positive, team-oriented environments that encourage diverse perspectives and celebrate shared success.

Crafting Your Position

Build a stronger collaborative environment by promoting open communication, team projects, and shared accountability.

  1. Seek Out Team-Oriented Tasks: Volunteer for projects that require teamwork or offer to assist colleagues. By engaging in collaborative tasks, you’ll naturally build relationships and strengthen the team dynamic.
  2. Encourage Regular Team Check-Ins: If your role involves managing or coordinating tasks, set up regular check-ins with teammates. This keeps everyone aligned and creates opportunities for ongoing communication and bonding.
  3. Request Feedback and Input from Peers: When working on projects, ask for feedback and input from your teammates. This not only strengthens your work but also reinforces the collaborative culture and shows your commitment to team success.
  4. Be an Advocate for Transparent Communication: Encourage open discussions and make it easy for others to share updates, obstacles, or successes. Suggest tools (like shared documents or group chats) that facilitate clear communication.
  5. Organize Team-Building Activities: Propose low-key team-building activities—anything from lunch meetings to group problem-solving sessions. These small efforts help develop trust and understanding among team members.
  6. Celebrate Group Achievements: Recognize and celebrate when the team hits important milestones. Acknowledging successes together fosters a strong sense of unity and pride in the group’s accomplishments.

Potential Pitfalls & Solutions

Maintain balance and ensure productivity in collaborative environments.

  1. Pitfall: Collaboration Turns into Over-Reliance on Others
    Solution: Balance teamwork with individual accountability by clarifying each person’s responsibilities within the project. Reinforce that while collaboration is crucial, each person’s contribution is equally important.
  2. Pitfall: Collaboration Becomes Inefficient or Unfocused
    Solution: Set clear goals and timelines at the start of each project. Propose agendas for meetings to keep discussions on track, ensuring that team time is productive rather than distracting.
  3. Pitfall: Difficulty Focusing on Solo Tasks
    Solution: While you may prefer teamwork, some tasks require independent focus. Set dedicated blocks of time for individual work, making it easier to dive into focused tasks while balancing collaboration with efficiency.
  4. Pitfall: Frustration with Team Dynamics or Conflicts
    Solution: Actively foster a culture of openness and trust by inviting feedback and practicing conflict resolution techniques. When disagreements arise, use them as opportunities for team growth by facilitating respectful discussions and finding a path forward.

Valuing collaboration allows you to bring people together to create something meaningful as a team. By developing strong group cohesion, communication, and accountability, you’ll enjoy greater fulfillment and productivity in any collaborative work setting.

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#2

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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#3

Variety

Where This Fits

Variety is an APPROACH value that emphasizes diverse tasks and the need for change in day-to-day work. Those who value variety thrive on roles where each day is different, offering new challenges, projects, or clients. Variety can prevent work from feeling monotonous and is especially beneficial for people who seek stimulation, learning opportunities, and adaptability. Variety often includes some degree of unpredictability, which can be motivating and energizing, making each day feel dynamic and engaging.

What You’re Seeking

If variety ranks highly for you, you're looking for a role that allows you to shift between tasks, adapt to different projects, and continually engage in new types of work. You’re likely to thrive in environments where roles are loosely defined, teams are small, or where you are expected to take on diverse responsibilities. These environments are great for people who enjoy learning on the job, developing a broad set of skills, and tackling new challenges on a regular basis.

Variety pairs well with values like Flexibility (adjusting to different types of tasks), Excitement (the thrill of the unknown), and Collaboration (working across multiple areas with different people). Together, these values create a stimulating work experience where you can consistently grow, adapt, and avoid routine.

Crafting Your Position

Build more variety into your role by seeking diverse tasks and projects.

  1. Request Cross-Functional Projects: Volunteer to work with different departments or cross-functional teams. This lets you diversify your responsibilities and exposes you to new skills and people, keeping your work fresh.
  2. Rotate Responsibilities with Colleagues: Propose rotating responsibilities within your team, so that each person gets to experience different aspects of the job. This keeps you engaged while allowing others to benefit from variety as well.
  3. Take on Short-Term Projects: Offer to help with short-term or project-based tasks that may not be part of your core responsibilities. These projects provide novelty without requiring a long-term commitment to one type of work.
  4. Pursue Learning Opportunities: Seek out training or certification opportunities that align with adjacent skills. This can help you expand your role organically, allowing you to incorporate new knowledge and techniques into your work.
  5. Propose New Initiatives: If your work feels too repetitive, suggest small initiatives or improvements you can lead. Even a simple side project or process improvement can add variety and bring renewed excitement to your role.
  6. Shift Between Different Environments When Possible: If flexibility exists, vary your work setting by choosing to work from different locations or spaces within the office. The change in setting can add a small but meaningful element of novelty to your routine.

Potential Pitfalls & Solutions

Balance variety with consistency to stay productive and focused.

  1. Pitfall: Difficulty Prioritizing When Juggling Multiple Tasks
    Solution: Use a prioritization framework (such as the Eisenhower Matrix) to determine which tasks are most urgent and important. This will help you manage a varied workload more effectively and ensure nothing falls through the cracks.
  2. Pitfall: Risk of Spreading Yourself Too Thin
    Solution: Limit the number of projects you commit to simultaneously. Select the tasks that align most with your goals and make sure you have the time to handle them well. Setting boundaries is crucial for sustaining variety without burning out.
  3. Pitfall: Potential Frustration with Repetitive Administrative Tasks
    Solution: Batch routine tasks together and set dedicated time slots for them. Completing these tasks in focused bursts allows you to minimize their interruption in your varied work and stay engaged with the parts you enjoy.
  4. Pitfall: Discomfort with Lack of Structure
    Solution: Create your own structure within a varied role by setting mini-deadlines or outlining daily plans for task completion. By adding this layer of organization, you can embrace variety without feeling overwhelmed by the lack of routine.

By crafting a role that includes diverse projects and adapting to new challenges, you can bring continuous interest and energy to your work. When you incorporate variety with balance and organization, you create an engaging and rewarding work environment that aligns with your preferences and strengths.

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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.

The results of the assessment have resulted in a tie between one or more key indicator. When this happens in the High-Low Report, we provide you with the results for all results that tied. For this reason, you see more than three results in the Low Report.

#12

Purpose

Where This Fits
Purpose is an Outcome value, related to finding meaning and mission in one’s work. If Purpose is lower on your priority list, it doesn’t reflect a lack of passion or interest in meaningful work—it simply means that you don’t rely on your job for a sense of purpose. This can be an asset, as it allows you to approach your role pragmatically, focusing on career goals that serve you well while saving your energy for passions or commitments outside of work. Recognizing this also helps clarify that satisfaction can come from a balanced, resourceful use of your job as a support for other aspects of your life.

Leveraging Lower Values
Direct your career focus on practical outcomes and personal goals.
With Purpose as a lower priority, you can explore roles that maximize other career values without needing them to align with a larger mission or cause. This approach frees you to make decisions that enhance your job satisfaction on a day-to-day level, such as better pay, flexibility, or skill development. Prioritizing roles that provide resources you can later apply to personal projects or passions can also support a balanced and fulfilling life. Additionally, if you score highly on values like Remuneration, Flexibility, or Training, focusing on these will enhance your professional and personal well-being.

Strategic Advantages
Use this flexibility to prioritize job roles that support your broader life goals.

  • Flexible Approaches: Since mission alignment is less critical, feel empowered to seek positions based on practical factors, such as good pay, skill development, or flexible hours. Focus on the benefits your job can provide to sustain your non-work passions or projects.
  • Using This Value as Support for Higher Values: Leverage your pragmatism to seek roles that meet your top career priorities. For example, if Remuneration or Training is a higher value, select opportunities that maximize earning potential or professional growth, even if the job’s mission isn’t personally significant to you.
  • Opportunities for Quick Wins: Make purposeful use of your job’s resources to support what gives you purpose outside of work. For example, allocate earned income toward hobbies or community involvement, allowing your job to directly fuel what fulfills you.
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#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

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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#15

Remuneration Lowest Attribute

Where This Fits
Remuneration is an Outcome value, directly impacting practical aspects of life like financial security, lifestyle, and long-term planning. With Remuneration as a top priority, financial compensation likely plays a central role in your work satisfaction and personal stability. Understanding this helps you focus on roles where pay aligns with your professional contribution and financial goals, reducing potential friction around compensation. Knowing this value is high empowers you to seek a position where earnings match your expectations and reflect your skills.

Leveraging High Values
Prioritize positions where compensation aligns with your contributions and lifestyle goals.
With Remuneration high on your list, your sense of fulfillment at work is tied to the financial recognition you receive. When pay accurately reflects your contributions, you’re likely to feel validated and motivated. This awareness can also help you navigate work dynamics around salary transparency and negotiate terms that meet your financial and professional standards. If you also value Clarity or Predictability, for example, prioritizing roles with transparent pay structures and clear growth paths can enhance your satisfaction and ensure your compensation stays in line with your contributions.

Maximizing High-Priority Values
Use a focus on Remuneration to set and negotiate clear financial goals for your role.

  • Establish Clear Expectations: Seek positions with transparent salary structures and clear metrics for raises and bonuses. Knowing the pay scales and paths to increase your earnings can help you stay motivated and give you the clarity you need to grow financially within your role.
  • Align with High-Value Benefits: Leverage your strong focus on remuneration by exploring positions that offer additional benefits such as bonuses, stock options, or performance incentives. This can help increase your overall compensation package and provide added financial security.
  • Strategize for Long-Term Financial Growth: Take advantage of professional development opportunities that increase your earning potential. Investing in skills, certifications, or networking that contribute to financial growth can make your career even more satisfying and support your life goals.
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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

Status

Where This Fits

Status is an OUTCOME value, reflecting a desire for respect, recognition, and a visible place within an organization. For those who value status, satisfaction at work is closely tied to receiving "earned respect" from colleagues, managers, and the organization as a whole. Unlike financial reward or authority, status centers on how others view your contributions, skills, and expertise. Feeling valued and respected for what you bring to the table can boost motivation, confidence, and a sense of achievement. Status also contributes to career growth, as respected team members are often trusted with greater responsibilities and advancement opportunities.

What You’re Seeking

If status is a top value for you, you’re looking for roles where contributions are recognized and individual expertise is valued. You may find fulfillment in environments that promote visibility for accomplishments, allow you to serve as an expert or advisor, and provide opportunities for advancement based on performance. Roles with clear criteria for recognition and promotion will align well with your values, helping you feel validated and appreciated for your work. Additionally, workplaces with a culture of acknowledgment—where contributions are highlighted and credit is given where it’s due—will be particularly satisfying.

Status pairs well with values like Specialization (becoming an expert in a specific area), Leadership (guiding others and being seen as an authority), and Purpose (receiving respect for contributing to a meaningful cause). Together, these values foster a work environment where recognition is earned, contributions are respected, and career growth feels attainable and rewarding.

Crafting Your Position

Cultivate earned respect by building credibility and making meaningful contributions.

  1. Position Yourself as an Expert: Identify a skill or area of knowledge in your role that others rely on, and make it your specialty. By building expertise, you’ll earn trust and become a go-to person on your team, which naturally builds respect and status.
  2. Communicate Your Achievements: Keep your manager updated on your progress and contributions. When you achieve something noteworthy, share it as part of a project update or in a way that connects your work to team or company goals.
  3. Help Others and Offer Support: Proactively assist colleagues with your expertise when possible. By being seen as a reliable, helpful team member, you build goodwill and respect without needing to self-promote.
  4. Seek High-Impact Assignments: Look for projects where your efforts will be highly visible or where your contributions can make a noticeable difference. High-stakes projects are often the ones that gain attention from leadership, offering you a platform to stand out.
  5. Request Formal Feedback: Ask for regular performance feedback from your manager, emphasizing your interest in growth and improvement. Constructive feedback not only guides your development but also reinforces that you are a valued contributor.
  6. Volunteer for Public Presentations or Reports: Whenever possible, take the lead in presenting results or sharing updates in team meetings or company-wide settings. Public visibility for your work helps you establish credibility and recognition across the organization.

Potential Pitfalls & Solutions

Balance your desire for recognition with collaboration and a focus on team goals.

  1. Pitfall: Risk of Feeling Undervalued When Recognition Is Lacking
    Solution: If formal recognition is limited, create your own system to track and celebrate your progress. Document your achievements for performance reviews and find ways to feel personally satisfied with your contributions, regardless of external praise.
  2. Pitfall: Potential for Over-Competitiveness
    Solution: While it’s natural to want to stand out, remember that respect is also earned by supporting your team’s success. Show that you value collaboration by recognizing others’ contributions, which can foster mutual respect and help build your status.
  3. Pitfall: Difficulty Navigating a Workplace Culture That Devalues Individual Contributions
    Solution: Seek out allies and mentors who recognize the importance of individual contributions. Even if the organization doesn’t emphasize individual recognition, finding a few supportive colleagues can help validate your efforts.
  4. Pitfall: Frustration with Unfair Credit-Sharing Practices
    Solution: If credit-sharing issues arise, maintain a record of your contributions to share during reviews or one-on-ones with your manager. Politely and professionally correct misattributions when necessary, reinforcing your commitment to transparency and fairness.

By building credibility, supporting others, and focusing on high-impact contributions, you can cultivate a respected position within your team and organization. These strategies will help you achieve the recognition and respect that align with your values, creating a fulfilling work experience based on earned respect.

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#5

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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#6

Autonomy

Where This Fits

Autonomy is an APPROACH value, centered around how you prefer to work. People who value autonomy tend to thrive when they have control over their tasks and the flexibility to achieve outcomes in their own way. This is an essential work value, as it greatly influences job satisfaction, motivation, and a sense of ownership over one's work. Autonomy varies in degrees and forms: some roles are highly autonomous by nature, while others require adjustments and discussions with managers to achieve greater freedom. Fostering autonomy can build motivation and a stronger personal connection to one’s work.

What You’re Seeking

If autonomy ranks high for you, you’re likely to feel most fulfilled when you have control over your work processes and the freedom to decide how to achieve your goals. This often means preferring environments with minimal micromanagement and a clear, outcome-focused measurement of success. High autonomy doesn’t mean you need to work alone; even collaborative roles can allow for self-directed work within a team.

Autonomy also pairs well with values like Purpose (choosing how to contribute to meaningful work), Flexibility(working when and where you work best), and Specialization (taking ownership of your expertise). In practice, seeking autonomy might mean creating processes to minimize frequent check-ins or suggesting productivity measures that emphasize results over rigid procedures.

Crafting Your Position

Increase your autonomy by building trust and showing reliable outcomes.

  1. Clarify Expectations with Your Manager: In a 1:1 meeting, discuss how to best meet and measure success on your projects. Aim to establish check-in intervals that allow you the space to work independently between reviews.
  2. Propose Flexible Work Routines: Request flexibility in your work schedule or processes if they’re conducive to better outcomes, explaining how this would boost productivity and job satisfaction.
  3. Document Your Work Processes: Build trust by documenting your approach and outcomes. This can show your managers that you’re organized and reliable, potentially leading to more freedom in task management.
  4. Be Proactive with Updates: Anticipate questions by regularly updating relevant parties on your progress, without waiting for check-ins. This establishes you as responsible and capable of handling your projects autonomously.
  5. Seek Project Ownership: Identify areas where you could take full responsibility, such as managing smaller projects or becoming the go-to expert in a specific area, showing that autonomy boosts your effectiveness.
  6. Negotiate Autonomy in Future Projects: Use successful projects as evidence in future discussions with managers about maintaining or increasing your autonomy on new assignments.

Potential Pitfalls & Solutions

Balance autonomy with collaboration and communication.

  1. Pitfall: Misalignment with Team Goals
    Solution: Regularly sync with team members to ensure your work aligns with shared goals. While autonomy is important, it’s also essential to stay on track with the broader team direction and deadlines.
  2. Pitfall: Isolation from Important Feedback
    Solution: Schedule periodic feedback sessions with your manager and peers to avoid missing valuable insights. Autonomy can sometimes mean fewer direct check-ins, so proactively seek out feedback to stay aligned and improve.
  3. Pitfall: Misinterpretation of Flexibility Requests
    Solution: Frame your requests for autonomy in terms of performance outcomes. Rather than framing it as a need for freedom, emphasize how flexibility will help you achieve better, measurable results.
  4. Pitfall: Misperception of Non-Engagement
    Solution: Avoid being seen as disengaged by participating in regular team activities and social moments, even if autonomy is more your preference. Joining team meetings or group activities as needed helps show you’re committed to the team’s success, even if you prefer working independently.

By advocating for yourself, balancing team interactions, and demonstrating the value autonomy brings to your work, you can craft a role that gives you the freedom and control you seek.

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#7

Excitement

Where This Fits

Excitement is an ENVIRONMENT value, meaning it focuses on the setting and atmosphere in which you work, rather than just the tasks themselves. People who value excitement seek an environment that energizes them, keeps them on their toes, and feels stimulating. Excitement can come in many forms: through unpredictability, urgency, or creative challenges. While excitement isn't a quality often associated with traditional work environments, it can be crucial for those who thrive on variety, novelty, and a sense of adventure.

What You’re Seeking

If excitement is high for you, you're likely drawn to jobs that offer fast-paced, dynamic settings, or a mix of high-stakes and novelty. These environments might include roles where no two days are the same, where you get to improvise and react quickly, or where the stakes feel real and impactful. You may find enjoyment in roles that others find too unpredictable or intense, and you’re likely to thrive in an environment that brings urgency and even a degree of pressure. Physical excitement can be found in action-oriented or risk-based jobs, while social excitement might involve performance or high-visibility work.

Excitement pairs well with values like Variety (frequent change and novelty), Flexibility (adapting to unexpected situations), and Purpose (when exciting work aligns with meaningful goals). Together, these values create a highly stimulating and motivating work environment.

Crafting Your Position

Infuse more excitement into your role by seeking out novelty, high-stakes projects, and dynamic responsibilities.

  1. Seek Out High-Impact Projects: Volunteer for projects or assignments that have tight deadlines, involve creative problem-solving, or have a significant impact on the organization. These types of tasks add a sense of urgency and excitement.
  2. Look for Opportunities to Perform or Present: Whether in front of a large audience or just your team, volunteer for public presentations, pitches, or training sessions. Being in the spotlight can provide the thrill of performance and a sense of adrenaline.
  3. Suggest Rotation or Cross-Training: If your current role feels too predictable, see if there’s an option to rotate between departments or cross-train in a related area. Learning new tasks keeps things fresh and increases engagement.
  4. Embrace Projects with Uncertain Outcomes: When possible, take on tasks that require a trial-and-error approach or that don’t have a set roadmap. Innovating as you go can add excitement and keep your role feeling dynamic.
  5. Incorporate Physical Energy into Your Day: If your job allows it, add some movement to your daily routine—take walking meetings, rearrange your workspace for activity breaks, or engage in fieldwork when possible.
  6. Engage in Competitive or Time-Bound Tasks: Add elements of gamification, such as timed challenges or friendly competitions with colleagues, to energize routine tasks and create a sense of urgency.

Potential Pitfalls & Solutions

Keep the excitement in check to avoid stress or burnout.

  1. Pitfall: Potential for Overwhelm Due to High-Stakes, Fast-Paced Work
    Solution: To manage intensity, establish short “recovery” periods between high-adrenaline projects. Block time for calm, focused work after a burst of activity to prevent burnout while still keeping excitement alive.
  2. Pitfall: Difficulty Staying Engaged During Routine or Administrative Tasks
    Solution: Batch repetitive tasks together and set personal challenges or timed goals to make them feel more engaging. Finding small ways to add excitement can help you power through necessary, less-thrilling parts of your job.
  3. Pitfall: Risk of Taking on Too Many Projects for the Sake of Variety
    Solution: Prioritize projects that truly align with your strengths and values. Rather than adding excitement by overcommitting, focus on tasks that provide both energy and meaningful contribution to avoid burnout.
  4. Pitfall: Feeling Out of Place in a Predictable or Stable Environment
    Solution: If your role is low in excitement by default, create mini-projects or take on responsibilities that introduce variety. Propose ways to shake up routines, like piloting a new approach or trying a side project within your team’s goals.

By finding ways to make your work environment dynamic and engaging, you can fuel your excitement and thrive on a sense of challenge. This approach will keep you motivated and energized, allowing you to make a lasting impact in your role.

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#8

Predictability

Where This Fits
Predictability is an Approach value, relating to the amount of structure, routine, and clarity someone needs to perform well at work. When Predictability ranks low for you, it means that established structures or routines don’t drive your engagement and effectiveness, making flexibility around unclear or changing tasks more natural for you. Recognizing this allows you to explore positions where adaptability is key, while letting you invest your focus on values that mean more to you. Understanding this also provides insight into how you can maintain productivity in roles where duties or goals may shift frequently.

Leveraging Lower Values
Embrace flexibility in structure to open up broader opportunities.
Having Predictability as a low priority means you can comfortably handle roles that lack rigid routines or strictly defined goals. This flexibility opens up unique advantages, especially in environments where innovation or fast adaptation are valued. Being less attached to routine can also allow you to allocate your energy toward the aspects of your role that align more closely with your core work values. In practice, this can complement higher priorities like Variety, Creativity, or Autonomy, allowing you to thrive in less conventional roles.

Strategic Advantages
Use flexibility around structure to your advantage while staying visibly valuable to your organization.

  • Flexible Approaches: Explore roles or projects that might lack strict definitions or procedures. Being comfortable without rigid guidelines enables you to take on dynamic assignments or new responsibilities that others might avoid, giving you a chance to learn and grow.
  • Using This Value as Support for Higher Values: If your high priorities include Autonomy, Variety, or Excitement, lean into roles that encourage freedom and change. Your adaptability here lets you focus on activities that better match your core motivators without being bogged down by predictability.
  • Opportunities for Quick Wins: Find ways to showcase your contributions. In settings without predefined benchmarks, you can track your own accomplishments or create regular check-ins to ensure your value is noticed. This strategy helps demonstrate impact without needing predictable structures, supporting both you and your team in recognizing your contributions.
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#9

Clarity

Where This Fits
Clarity is an APPROACH value, reflecting how much individuals seek defined goals, roles, and expectations in their work. Two people can work equally well in the same position, with one thriving on clear guidelines and the other enjoying flexibility. If clarity ranks lower for you, it reveals your comfort with less-defined work environments, which can allow you to excel in roles where flexibility, adaptability, and creative problem-solving are key.

Leveraging Lower Values
Turning tolerance for ambiguity into a strength for flexibility and innovation
When clarity is a low priority, it indicates a high tolerance for ambiguity and an ability to function effectively without strict guidelines. This adaptability can be a significant advantage in dynamic work environments where roles are evolving, and processes are not rigidly defined. Understanding this about yourself allows you to focus on roles where you can bring fresh perspectives to open-ended tasks and approach challenges without needing extensive direction. While some thrive in structured environments, you may find greater satisfaction in situations where you can forge your own path, contribute to innovation, and remain open to change. Keeping this flexibility in mind can also enhance collaboration, as you’re more likely to embrace unexpected ideas or shifts without needing constant recalibration.

Strategic Advantages
Embracing flexibility and adaptability in environments with limited structure

  • Flexible Approaches: Seek projects that have room for experimentation and creative problem-solving rather than set routines. Without needing rigid guidance, you can more freely engage in tasks that require initiative, allowing you to bring out strengths in dynamic, fast-changing environments.
  • Using This Value as a Support for Higher Values: Leverage your tolerance for ambiguity to prioritize values that matter most to you, such as creativity or teamwork. Since you don’t rely on extensive clarity, you can focus more on interactions, brainstorming sessions, or strategy building—aligning efforts with your primary values rather than predefined tasks.
  • Opportunities for Quick Wins: Take advantage of environments with less structure by volunteering for new or unconventional projects where guidelines are being developed. This lets you showcase your comfort with ambiguity and may even allow you to shape roles or processes in ways that align with your strengths.
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#10

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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#11

Training

Where This Fits
Training is an Outcome value, associated with formal development opportunities, mentorship, and structured learning in the workplace. If Training is a lower priority for you, it means you likely feel confident learning independently and adapting as needed, making you comfortable in roles with minimal guidance. This flexibility can open up opportunities that might lack structured development programs but still offer growth through hands-on experience. Recognizing this value helps you pursue roles where self-directed learning or “learning by doing” is possible, freeing you to focus on the aspects of work that matter most to you.

Leveraging Lower Values
Use self-directed learning to succeed in roles with less structure.
With Training lower on your list, you may be comfortable relying on your initiative to learn on the job, which can be a major advantage in fast-paced or evolving environments. You can pursue positions that prioritize adaptability and hands-on experience without needing formal development programs. Additionally, if values like Autonomy, Variety, or Remuneration are high, this preference can align well with roles where learning is gained through practical experience and exploration rather than structured mentorship.

Strategic Advantages
Embrace roles with minimal training requirements, leveraging flexibility to support your unique strengths.

  • Flexible Approaches: Seek out roles where there is room to figure things out independently, particularly in organizations with a lean structure. Startups or evolving teams may benefit from your ability to adapt without formal training programs, allowing you to demonstrate initiative and resourcefulness.
  • Using This Value as Support for Higher Values: If Autonomy or Remuneration ranks high, focus on roles where your independent learning style allows you to develop expertise while contributing directly to the organization’s goals. This independence lets you tailor your learning to match your top priorities and self-driven goals.
  • Opportunities for Quick Wins: Set up informal ways to learn, such as connecting with colleagues for occasional guidance, tapping into online resources, or attending industry events. These quick, self-organized learning opportunities allow you to gather insights without formal training, helping you grow in ways that complement your independent style.
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