The Competing Values Framework
There are a lot of scholarly papers written about this model. If you have the time, I recommend reading some of the original research.
The Competing Values Framework started off as a way of identifying a company's culture, after lots of research, the original researchers identified two 'loci'. Control vs Flexibility and External vs Internal. A company's culture can lean one way or another and if you combined the two values you end up in a quadrant.
- "Adhocracy" Flexible and External: These kinds of companies reward innovation and creativity. They are nimble and quick to react to market conditions. They do not have a strong hierarchy and can suffer from a lack of order and follow-through.
- "Market" Control and External: These kinds of companies reward productivity and achieving goals. They are focussed on the bottom line and profitability. They are not *friendly* places to work and can suffer from a lack of humanity. Expect strong employee turnover.
- "Hierarchy" Control and Internal: These kinds of companies reward following the rules and fulfilling agreements. They are focussed on quality and correctness. They are not very flexible and can suffer from a lack of innovation and creativity.
- "Clan" Flexible and Internal: These kinds of companies reward loyalty and teamwork. They are focussed on employee satisfaction and wellbeing. They are not very competitive and can suffer from a lack of drive and ambition.
Work Styles
Okay, that's a brief overview of the theory behind the Competing Values Framework, but there are a few extra bonus points for this way of visualizing the workplace. You will have a company culture that you prefer working in (there will soon be a culture test added to Adrift) but this model also translates into how you prefer to communicate, what kind of manager you will be, and what your preferred work style is.
Why is this important? Because if your work is constantly forcing you to work in a manner that is strongly contrary to your preferred style, you will hate your job. Think about it, a real 'A-type' person who is super competitive, a bit colder emotionally, and very ambitious will melt down if their work performance matters less than how their coworkers *feel* about them. Or if you need freedom and flexibility to work effectively, but you are in an organisation with strict rules and procedures and you are dinged for doing things that have not been tested and proven. Your work place is going to reward some behaviors and penalize others, you want to be in a situation where your preferred style is rewarded.
The Work Styles Test is a chance for you to *see* how you prefer to work, speak clearly about it, and help you identify work situations that will nuture and reward you for who you are instead of forcing you into situations that drain your energy and drive. Now, let's map the company cultures from the Competing Values Framework into four Work Styles:
- "Catalyst" Flexible and External: highly energised by creative expression, external partnerships, and bringing fresh ideas to life. Prefers flexible, stimulating environments and excel at generating innovative solutions and engaging with clients or audiences.
- "Navigator" Control and External: highly motivated by clear goals, measurable outcomes, and steering projects toward targets. Excels at balancing structure with responsiveness and thrives where deadlines and performance metrics matter.
- "Guardian" Control and Internal: finds deep satisfaction in maintaining order, ensuring accuracy, and mitigating risk. Excels at precision, consistency, and accountability, serving as the reliable foundation others can count on.
- "Compass" Flexible and Internal: energised by shaping how colleagues feel, grow, and collaborate. Excels at nurturing relationships, supporting team dynamics, and creating inclusive, supportive work environments.
The Work Styles Test will help you identify which of these four styles you prefer and how to identify a work situation that is a good fit for you. It will also help you understand your coworkers and how to work with them more effectively. I don't know if you have figured this out yet, but a company has to perform ALL of these functions to be successful. You need to have good "Guardians" to make sure things are done right, but you also need "Catalysts" to make sure you are innovating and not falling behind the market. You need "Navigators" to make sure you are hitting your goals, but you also need "Compasses" to make sure your employees are happy and healthy. You will have a work style preference, and the company's culture will probably lean in one direction or another, but you need to be able to work with all of these styles and understand what kind of work environment *you* need to thrive and be happy.