A shared language for work
Understand how your people start, think and finish work. Get a clearer picture of strengths, habits and support needs, and a shared language for hiring and team conversations.
For teams hiring Filipino talent.
Use three assessments alongside the work your role needs.
What’s our biggest risk?
What else could we try?
What remains before we can hand over?
HOW IT WORKS
Describe the tasks, expectations and conditions of the role. Give the conversation a clear starting point.
Explore contribution style, motivation and work traits. See what each person brings, and what helps them do their best work.
Use a shared vocabulary to ask better questions about the role, working expectations and support.
THE CHARACTERS
Notice the contributions you enjoy owning and where you might prefer to hand over. You can recognize more than one. Same characters, with contributions and support needs you can talk about together.
You like getting beneath the surface. You ask questions, follow clues, and investigate until you understand what is happening and what might be missing.
Satisfying endpoint“Now we understand the real issue.”
Team contributionInvestigating questions and uncovering what is happening.
Support withContext, access to information and room to investigate.
You enjoy imagining what could work. A bottleneck, unmet need, or blank page gives you something to think with, and you find satisfaction in conceiving a promising approach.
Satisfying endpoint“Here is a possible way forward.”
Team contributionConceiving possibilities, solutions and different approaches.
Support withA worthwhile problem, clear constraints and room to imagine.
You like working through the difficult part. You test, adjust, and untangle obstacles until something that was not working starts to work.
Satisfying endpoint“I cracked it. It works.”
Team contributionWorking through practical difficulties until a solution functions.
Support withTime to investigate obstacles, try adjustments and get feedback.
You enjoy weighing possibilities. You examine assumptions, notice strengths and weaknesses, and help establish which approach deserves confidence.
Satisfying endpoint“This is a sound choice, and here is why.”
Team contributionWeighing possibilities and making sound judgments.
Support withEvidence, clear criteria and time to weigh alternatives.
You enjoy turning interest into commitment. You help people see why something matters, work through hesitation, and get movement behind a direction.
Satisfying endpoint“People are committed and taking action.”
Team contributionBuilding commitment and getting people moving.
Support withA clear purpose, room for conversation and access to decision-makers.
You like making work manageable. You clarify priorities, organize responsibilities and dependencies, and adjust the plan as circumstances change.
Satisfying endpoint“The work is coordinated and moving in the right direction.”
Team contributionOrganizing priorities and coordinating the route forward.
Support withVisible priorities, clear responsibilities and updates when things change.
You notice where people need support and enjoy helping them move forward. You respond, share knowledge, and remove obstacles so others can contribute.
Satisfying endpoint“They have the support they need.”
Team contributionSupporting people and removing obstacles to their contribution.
Support withClear support needs, mutual respect and boundaries around helping.
You enjoy bringing work to completion. You follow through on commitments, check what remains, and make sure the intended result is ready to use or hand over.
Satisfying endpoint“It is complete, and the loose ends are resolved.”
Team contributionFollowing through and bringing the intended result to completion.
Support withClear ownership, quality expectations and a shared definition of done.
Your leading archetype is a preference, not a limit. You can bring more than one kind of contribution.
SAMPLE RESULT · THREE ASSESSMENTS, ONE WORK PROFILE
Your character, what motivates you, and how you tend to work. Your Work Traits show where you land between two ends. Neither end is better, and you’re allowed to be a mix.
Work Traits · Big Five (OCEAN)
you can imagine alternatives and conceive a promising approach.
approval steps leave little room to choose your own approach.
Illustrative positions, not grades or population percentiles.
Read the full example →UNDERSTAND THE PERSON BEHIND THE EXPERIENCE
Explore what each assessment tells you.
Connect the profile to the actual role.
The part you like to play at work.
Understand someone’s preferred contributions and discuss how these relate to the work your role needs.
Explore the contributions you enjoy owning and where you might prefer to hand over. You can recognize more than one. A leading archetype is a preference, not a limit on what you can do.
You like getting beneath the surface. You ask questions, follow clues, and investigate until you understand what is happening and what might be missing.
You enjoy imagining what could work. A bottleneck, unmet need, or blank page gives you something to think with, and you find satisfaction in conceiving a promising approach.
You like working through the difficult part. You test, adjust, and untangle obstacles until something that was not working starts to work.
You enjoy weighing possibilities. You examine assumptions, notice strengths and weaknesses, and help establish which approach deserves confidence.
You enjoy turning interest into commitment. You help people see why something matters, work through hesitation, and get movement behind a direction.
You like making work manageable. You clarify priorities, organize responsibilities and dependencies, and adjust the plan as circumstances change.
You notice where people need support and enjoy helping them move forward. You respond, share knowledge, and remove obstacles so others can contribute.
You enjoy bringing work to completion. You follow through on commitments, check what remains, and make sure the intended result is ready to use or hand over.
What makes a job worth showing up for.
Compare what motivates someone with the autonomy, support and rewards your workplace can offer.
People prioritize different combinations of these drivers. These are preferences, not fixed motivation types.
How you approach everyday work.
Based on the Big Five (OCEAN)
Discuss how someone approaches planning, collaboration and change alongside the way your team works.
Based on the Big Five (OCEAN), using adapted public-domain IPIP questions. Each dimension describes a range of tendencies. Neither end is a grade.
Archetypes describe preferred contributions. Traits describe how you tend to work. They are measured separately.
FOR EMPLOYERS
Connect each person’s profile to the work your role needs. Explore contributions, working conditions and questions to ask before you hire.
PEOPLE + THE WORK
SampleFictional profiles · explore alongside a role
Ask good questions. Get to the root of the problem.
Find a fresh approach. Imagine new possibilities.
Bring people together. Help the team move forward.
START A CONVERSATION
How would each person approach the same job? Compare their preferences with the work and support the role can offer.
Start with the work. Bring a clearer picture into your next hiring conversation.