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

Adrienne’s top culture values

  • creativity

    Those who place high value on Creativity tend to think outside of the box and consider unusual alternatives. Those who place low value on Creativity typically prefer to use logic and proven methods to achieve success.

  • taking individual responsibility

    Those who place high value on Taking Individual Responsibility tend to prefer environments where people hold themselves accountable. Those who place low value on Taking Individual Responsibility typically prefer environments where the team as a whole is held accountable.

  • 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.

  • being quick to take advantage of opportunities

    Those who place high value on Being Quick to Take Advantage of Opportunities tend to feel comfortable taking on more risk with less information. Those who place low value on Being Quick to Take Advantage of Opportunities typically gather and analyze information before moving forward.

  • being supportive

    Those who place high value on Being Supportive tend to enjoy assisting others and helping them achieve success. Those who place low value on Being Supportive typically prefer to prioritize attending to personal responsibilities over assisting others.

  • 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.

  • creating order

    Those who place high value on Creating Order tend to bring structure and order to processes and projects. Those who place low value on Creating Order typically prefer to allow processes and projects to be fluid and unstructured.

  • 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.

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