5min read; 1min skim
Who benefits from this article: Team leaders who want to learn about how deep insights about a person’s professional values, key strengths, and personality can strengthen workplace relationships, inspire professional development, and build stronger teams.
What is a Career Value Archetype?
Career Value Archetypes (CVAs) describe the elements of behaviors, attitudes, and thoughts. They can be combined to describe the types and classes of people and constellations of behaviors, attitudes, and thoughts. Archetypes determine how a person’s motivations, abilities, and personality (MAP) manifest in specific roles. Ultimately, CVAs help leaders/mentors identify roles where a person would thrive by considering each of these factors simultaneously.
Ignoring these values leaves your people susceptible to frustrating team dynamics and underutilized team potential.
Unpacking the 9 Career Value Archetypes
CVAs help leaders understand how each team member’s unique blend of motivations, abilities, and personality combine to motivate them to put forth their best effort at work. These archetypes were identified through exhaustive literary research, scientific validation, and model comparison.
The 9 Career Value Archetypes:
- Effecting Change (Societal Change)
- People that care about things that affect society, create change and influence opinions toward the common good.
- Fostering Curiosity (Theoretical Discovery)
- People that seek out underlying reasons why things happen and investigate complex problems.
- Seeing the Big Picture (Strategic Decisions)
- People that have the capacity to see the big picture and develop effective strategies to manage projects.
- Helping People (Human Development)
- Compassionate, service-oriented people that respond to the developmental needs of those around them.
- Taking Risks (Entrepreneurial Challenge)
- People that are excited by challenging entrepreneurial circumstances.
- Getting Things Done (Production Efficiency)
- Action-oriented people that are motivated by hard work and determination to get tasks done.
- Creating New Things (Artistic Creativity)
- People that desire to be creative and artistic – leading to innovative designs, products, and works of art.
- Keeping Perspective (Natural Appreciation)
- People that observe life and want to ensure the natural order is respected and maintained.
- Motivating Others (Motivational Energy)
- People that possess tremendous enthusiasm and often motivate others to enjoy the moment.
CVAs and Team Success
Each person has 3 dominant professional values, 3 neutral values, and 3 least dominant values. So does each team. Ignoring these values leaves your people susceptible to frustrating team dynamics and underutilized team potential. Harnessing these values (and the unique blend of motivations, abilities, and personality traits that make up the DNA of your team) puts your people in a position to thrive, get fulfillment in their work, and contribute to the overall team success.
For example, let’s say the predominant professional value in your team is Fostering Curiosity (meaning most people on the team are primarily motivated by the opportunity to discover new things).
In this case, your team possesses a natural curiosity. As a team leader, you notice that your team members seek out the underlying reasons that cause things to happen and like to investigate (and solve) complex problems. While this certainly a strength for an innovative company, team leaders, in this case, may want to pay extra effort on focusing the team on the most important and urgent problems of the day. One effective tactic would be to communicate a clear and transparent decision-making process to the team, as this would help them focus on projects and problems that meet critical business needs.
When you know what makes your people tick, you can figure out how to effectively motivate them and guide them towards productive activities that drive team success.
Another benefit of knowing the motivations, abilities, and personality traits of your team is being able to confidently build teams of people that complement each other through skills, professional values, and personality type.
For example, considering the team above, we know that curiosity and problem-solving are natural team strengths. We can complement and maximize these strengths with people who are driven by complementary motivations, strengths, and personality traits.
In this case, there are two types of people that tend to work very well with curious people: people who like to manage plans and people who like to encourage change.
People who like to manage plans are going to complement curious people because they know how to make strategic decisions. This helps make sure the team’s curiosity and theoretical discovery take place within the constraints of the business or project.
People who like to encourage change are going to spark creativity in curious types. People that are driven to influence opinions toward the common good will help curious people visualize a sense of purpose that’s bigger than the context of the project at hand.
Get Clarity on Your Team’s Dominant Values
Thanks to our holistic self-assessment called Clarity, identifying the dominant professional values that are driving your team’s success only takes 35 minutes. Clarity’s simple, 35-minute evaluation can be the difference between smooth, efficient relationships and wasteful, ineffective management. Not only will team leaders get a deep understanding of what’s driving their team success, but team members will receive a “freakishly accurate” description of their strengths, weaknesses, motivations and professional values.