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.
Bob Hope's Results
As an employee in the roll of A Cool Position
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 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.
Excitement Highest Attribute
77%
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.
Flexibility
67%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
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
37%
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
33%
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.
Autonomy Lowest Attribute
20%
What's this?Where This Fits
Autonomy is an APPROACH value, reflecting how individuals prefer to do their work rather than the type of work itself. People can achieve great success in the same role while using different approaches based on what brings them satisfaction. Knowing that autonomy is a lower priority helps clarify areas where you may be more adaptable, allowing for increased collaboration and team integration without feeling the need for high levels of personal control.
Leveraging Lower Values
Using your preference for collaboration to excel and find meaning in teamwork
Having autonomy as a lower priority doesn't mean you’re not independent or driven; it simply highlights a comfort and preference for coordination with others. Rather than seeking full control, you likely thrive when you can contribute to a shared mission as part of a well-structured team. This insight helps you approach tasks in ways that complement a collective effort, which can improve both satisfaction and productivity. Recognizing this can also allow you to focus on roles or tasks where collaboration is high, creating room for interactions that enhance connection with your work and your colleagues. If working with others aligns with higher values, low autonomy can actually help you focus on what brings you fulfillment while relying on others for the support and input that energizes you.
Strategic Advantages
Applying flexibility to autonomy for a teamwork-oriented, fulfilling approach
- Flexible Approaches: Embrace roles or projects where the responsibilities are well-defined, and where individual initiative is balanced with clear collaboration. This lets you engage effectively with team members without the pressure of needing full control over decisions, which can allow for a natural alignment with your approach preferences.
- Using This Value as a Support for Higher Values: Leverage your preference for lower autonomy to deepen relationships with your team. The ability to work well in a coordinated environment can help you direct more energy into fostering connections or focusing on outcomes that you value most.
- Opportunities for Quick Wins: Take the initiative to discuss workflow and communication preferences with your team, especially around project timelines or task clarity. A quick conversation can go a long way toward ensuring mutual support, minimizing micromanagement concerns, and creating a team structure that feels both engaging and supportive.
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.
Collaboration
60%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Specialization
57%
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.
Status
53%
What's this?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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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. - 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. - 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. - 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.
Purpose
53%
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.
Clarity
50%
What's this?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.
Remuneration
43%
What's this?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.