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!
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.
Test 12 T's Results
As an employee in the roll of General
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.)
Attribute Results
High
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 High 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.
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 High Report.
Clarity Highest Attribute
87%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Specialization
63%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Sociability
63%
What's this?Where This Fits
Sociability is an ENVIRONMENT value, emphasizing the importance of positive interpersonal connections in the workplace. For people who prioritize sociability, having strong, friendly relationships with colleagues, clients, or other stakeholders is a major source of job satisfaction. Working in a supportive, collaborative, and welcoming environment is essential for those who value sociability, as it fosters a sense of belonging and engagement. Since work relationships significantly influence your experience, a culture that aligns with your personality and communication style can be key to your success and happiness.
What You’re Seeking
With sociability high on your list, you’re likely looking for an environment with a collaborative and friendly team, where people enjoy working together and are open to forming genuine connections. This may mean seeking companies that prioritize team-building, have social events, or offer open workspaces that encourage interaction. You may find fulfillment in roles that involve teamwork, networking, and regular engagement with others, as these types of interactions provide the interpersonal connections you seek.
Sociability pairs well with values like Collaboration (working closely with others), Excitement (thriving in an energetic environment), and Flexibility (creating space for social engagement throughout the day). Together, these values contribute to a work setting that feels socially enriching, collaborative, and motivating.
Crafting Your Position
Foster a sociable work environment by encouraging interactions and building meaningful connections.
- Join or Start Team-Building Activities: Volunteer to organize or participate in team-building events, social hours, or lunches. These activities foster a sense of community and strengthen interpersonal bonds.
- Create Opportunities for Informal Interactions: Suggest casual meetups like coffee chats, “lunch-and-learn” sessions, or virtual gatherings if you’re remote. These informal interactions create natural connections and make the workplace feel friendlier.
- Be Proactive in Offering Help or Mentorship: Reach out to colleagues who might need support or guidance, whether formally or informally. Helping others creates a culture of openness and makes you a valuable social asset to the team.
- Set Up Regular One-on-Ones with Colleagues: If possible, arrange regular check-ins with key team members to touch base and strengthen your working relationships. These conversations allow for relationship-building while also helping you stay aligned with your team’s goals.
- Celebrate Team Achievements and Milestones: Recognize birthdays, work anniversaries, or team wins, either with personal notes or small team celebrations. Acknowledging these moments adds a personal touch to the work environment and brings people together.
- Engage in Cross-Departmental Projects: Work on projects that involve collaboration with other teams or departments. These projects introduce you to more colleagues and expand your social network within the organization.
Potential Pitfalls & Solutions
Balance sociability with productivity and respect for diverse work styles.
- Pitfall: Risk of Over-Socializing at the Expense of Productivity
Solution: Set dedicated time blocks for social interactions and use tools like shared calendars to organize work time and social breaks. This balance helps you stay engaged without impacting productivity. - Pitfall: Discomfort with Remote or Less Social Work Settings
Solution: In remote settings, foster connections through virtual coffee chats, team messaging channels, and video calls. Use available platforms to maintain regular social contact with colleagues and compensate for the lack of physical proximity. - Pitfall: Difficulty Fitting into Less Collaborative Work Cultures
Solution: Focus on building individual relationships with open-minded colleagues. Even in less social environments, finding a few allies or like-minded coworkers can make the workplace feel more connected and supportive. - Pitfall: Sensitivity to Workplace Conflicts or Tension
Solution: Approach conflicts with a solutions-oriented mindset and encourage open, respectful communication. If tensions arise, advocate for mediation or constructive feedback to maintain harmony without becoming overly affected by workplace dynamics.
By cultivating a sociable work environment and creating opportunities to connect with others, you can make work feel meaningful and fulfilling. These approaches will enable you to bring out the best in both your own performance and that of your team, fostering a supportive and engaging workplace culture.
Excitement
63%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
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.
Leadership
50%
What's this?Where This Fits
Leadership is an Environment value, tied to the influence, guidance, and support received or provided at work. If Leadership is a lower priority for you, it means that you’re comfortable working without intensive supervision or mentorship, which can allow you to thrive even when guidance is minimal. This can be a unique advantage, as it frees you to pursue roles where independent work is the norm, while giving you flexibility in adapting to different managerial styles. Understanding this helps you maintain independence without needing to rely on leadership quality as a primary factor in role selection.
Leveraging Lower Values
Use your self-motivation and adaptability to succeed in a variety of work environments.
With Leadership as a lower priority, you’re self-driven and don’t need significant oversight or inspiration from your supervisors. This flexibility allows you to stay productive even when leadership support is minimal, which can be advantageous in lean organizations or roles requiring independence. If values like Autonomy, Predictability, or Remuneration rank high, this independence allows you to emphasize tasks and goals that matter most to you without depending on leadership support. Your comfort with self-direction also positions you well to offer the stability and structure others may need when you find yourself in leadership roles.
Strategic Advantages
Thrive through independence and support others with structured guidance if in a supervisory role.
- Flexible Approaches: Pursue roles that value autonomy, where you can work with minimal supervision. Organizations that rely on self-starters or offer flexible management styles may be a great fit, as you can stay productive without needing regular input.
- Using This Value as Support for Higher Values: If Autonomy or Remuneration ranks high, focus on roles that reward independent work or results-oriented performance. This lets you invest in your primary values without needing a strong leadership presence to keep you engaged or motivated.
Opportunities for Quick Wins: Prepare yourself for future leadership responsibilities by observing effective leaders around you. This can help you build a toolkit of strategies to support others when needed. As you advance, remember to offer the guidance others may need, even if you don’t rely on it yourself.
Location
43%
What's this?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.
Variety Lowest Attribute
37%
What's this?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.
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.
Autonomy
60%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Training
60%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Remuneration
60%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Purpose
57%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Flexibility
53%
What's this?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.
Predictability
53%
What's this?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.
Collaboration
50%
What's this?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.
Status
50%
What's this?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.