Test 6 T's Results

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.

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.

Where This Fits

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

What You’re Seeking

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

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

Crafting Your Position

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

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

Potential Pitfalls & Solutions

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

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

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

Where This Fits

Flexibility is an ENVIRONMENT value, which relates to the physical and structural setting of your work. If flexibility ranks highly for you, you likely want a work environment that allows you to set your own schedule or adapt your work hours as needed. Flexibility empowers you to structure work around your life rather than the other way around. This adaptability can increase job satisfaction, reduce stress, and lead to greater overall well-being. A flexible work environment is outcome-focused, emphasizing results over rigid schedules and offering you a sense of freedom in how and when you work.

What You’re Seeking

With flexibility as a top value, you are looking for roles that allow you to manage your own time, ideally with an option for remote or hybrid work. You’ll find fulfillment in jobs where the focus is on deliverables and results rather than specific office hours, giving you the ability to balance work with other personal commitments. This type of environment also benefits people who work best with autonomy and minimal micromanagement, enabling them to thrive through self-motivation.

Flexibility complements values like Autonomy (control over how you work), Predictability (setting your own stable routines), and Excitement (adapting to changes in a dynamic environment). Together, these values help you find a fulfilling work-life blend that enables both productivity and personal satisfaction.

Crafting Your Position

Increase your flexibility by setting clear goals and demonstrating consistent results.

1. Establish Open Conversations About Flexibility: During meetings with your manager, discuss your work style and preferences around flexible hours or remote work. By explaining how flexibility enhances your productivity, you can help set the foundation for a supportive work environment.
2. Request Outcome-Based Goals: Propose setting goals based on specific deliverables or outcomes rather than time spent. This gives you room to manage your own time while still ensuring productivity aligns with organizational objectives.
3. Communicate Proactively: Share regular updates on your work progress. By keeping your manager in the loop, you reinforce that flexibility doesn’t hinder your performance, which helps to build trust and maintain the flexibility you need.
4. Use Flexibility to Meet Deadlines Ahead of Time: Show the benefits of flexible working by occasionally completing tasks ahead of schedule. Consistently exceeding expectations can demonstrate that a flexible arrangement is beneficial for everyone.
5. Experiment with Ideal Work Hours: Test different schedules to discover when you’re most productive and share these insights with your manager. For example, if you work best in the mornings, propose arranging meetings in the afternoon or blocking focused time earlier in the day.
6. Respect Key Office Hours: Even in a flexible role, be mindful of times when team interaction is essential. Flexibility works best when balanced with respect for the needs of the team, which will help maintain trust and mutual support.

Potential Pitfalls & Solutions

Flexibility requires setting boundaries and managing expectations to avoid conflicts.

1. Pitfall: Lack of Structure Leading to Overwork
   Solution: Set personal boundaries around work hours, even when working remotely. Use tools like a set “end of workday” reminder or a scheduled walk to create a clear break between work and personal time.
2. Pitfall: Misalignment with a Less Flexible Team or Manager
   Solution: Align with your team by openly discussing flexible work arrangements, and clarify times when you’ll be available to collaborate. Reinforce your commitment to the team while also advocating for your preferred working style.
3. Pitfall: Risk of Being Perceived as Less Committed
   Solution: Be visible in team communications and proactive in sharing your achievements. Make a point to attend important meetings and be responsive, so others recognize that flexibility supports rather than diminishes your productivity.
4. Pitfall: Finding Flexibility Hard to Achieve in Traditional Work Cultures
   Solution: If you’re in a traditionally rigid environment, propose a trial period of flexible hours with measurable goals. Show evidence of increased productivity or reduced stress, which can help make the case for a more permanent arrangement.

Flexibility allows you to align your work life with personal needs, creating a balanced and satisfying environment. By building trust, delivering results, and staying communicative, you can integrate flexibility into your role to enhance both productivity and well-being.

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.

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.

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.

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.