Bruce’s top culture values

• seeking consensus

  Those who place high value on Seeking Consensus tend to seek agreement from all participants before moving forward. Those who place low value on Seeking Consensus typically prefer to identify and act on the option most likely to win, regardless of agreement.

• 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.

• 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.

• being team oriented

  Those who place high value on Being Team Oriented tend to collaborate and rely on team effort to achieve goals. Those who place low value on Being Team Oriented typically prefer to work independently and prioritize individual goals over team goals.

• seeking input from others

  Those who place high value on Seeking Input from Others tend to consistently ask others for suggestions and constructive criticism. Those who place low value on Seeking Input from Others typically prioritize personal experience over other input when making decisions.

• being pragmatic

  Those who place high value on Being Pragmatic tend to prioritize logical thinking and being practical. Those who place low value on Being Pragmatic typically focus on possibilities and out of the box thinking.

• being people oriented

  Those who place high value on Being People Oriented tend to enjoy interacting with others and consider people before pragmatics. Those who place low value on Being People Oriented typically prefer to work with data and systems over people.

• 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.

• 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.