Competence

culture type: competence

Competence cultures value winning and being the best. People are expected to be experts in their field - generalists are not typically appreciated. Performance standards are very high and individuals are expected to stand up for their ideas, rather than focusing on building consensus. The environment is pressure-packed and very individualistic. Because of this, decision-making is thorough and the solutions deemed strongest win out.

preferences

  • strong opinions, intensive debate, and winning
  • individual expertise and very high performance standards
  • standing up for one's ideas rather than building consensus

Working With Me

  • be informed and direct
  • debate the pros and cons with me

Brad’s top culture values

  • decisiveness

    Those who place high value on Decisiveness tend to quickly consider the information at hand before making firm decisions. Those who place low value on Decisiveness typically prefer to fully consider multiple options before landing on a single conclusion.

  • sharing information freely

    Those who place high value on Sharing Information Freely tend to readily disclose data and information to others. Those who place low value on Sharing Information Freely typically keep data and information under wraps unless disclosure is critical.

  • opportunities for professional growth

    Those who place high value on Opportunities for Professional Growth seek out programs, mentors, or projects that have the potential to enhance professional and personal development. Those who place low value on Opportunities for Professional Growth typically prefer to focus on specific work responsibilities, rather than on development opportunities.

  • fairness

    Those who place high value on Fairness tend to believe that the same rules should apply equally to everyone. Those who place low value on Fairness tend to believe that circumstances, not equitability, should determine decisions.

  • high pay for good performance

    Those who place high value on High Pay for Good Performance tend to expect reward and compensation to be based on performance. Those who place low value on High Pay for Good Performance typically expect compensation to be consistent across responsibilities.

  • achievement oriented

    Those who place high value on Achievement Oriented tend to continually focus on achieving successes that advance them in their role and career. Those who place low value on Achievement Oriented typically believe that learning and contributing overrides receiving rewards.

  • confronting conflict directly

    Those who place high value on Confronting Conflict Directly tend to discuss disagreements and problems with candor. Those who place low value on Confronting Conflict Directly typically prefer to resolve conflict issues with caution and sensitivity.

  • offers praise for good performance

    Those who place high value on Offers Praise for Good Performance tend to take time to identify and praise good performance as it occurs. Those who place low value on Offers Praise for Good Performance typically refrain from pointing out good performance, because it is assumed.

  • having high performance expectations

    Those who place high value on Having High Performance Expectations tend to work hard to achieve goals and expect the same of others. Those who place low value on Having High Performance Expectations typically balance completing work with maintaining personal balance.

Create an account


*Must be at least 6 characters long, contain both uppercase and lowercase letters, and at least 1 number

Already have an account?

Take your 7-minute Individual RoundPegg Assessment

  • Learn your Culture Type based on what you value most at work
  • Invite coworkers, friends & family to take the assessment too
  • Compare your workstyles to see tips on how to communicate and work more effectively.

Developed by organizational psychologists at UC Berkeley and used by these companies

Discover your Culture Type

Cultivation named Competence named Collaboration named Command named

Need help with this page?

Support

Frequently Asked Questions

Request training

Email RoundPegg Support