Examples of work values might include:

• Accomplishment: Feeling that you are making an important contribution in your job.
• Diversity: working with people of diverse cultural backgrounds
• Influence: influencing the activities of others 
• Autonomy: working predominantly on your own

Work values are important because they make work personally appealing to us. Work values can also guide us in making choices about the work we do.

These are the “inside” qualities that make your work meaningful to you, apart from any external reward. 

Examples: I learn a lot from my job; I get to be competitive at work; My work gives me a sense of achievement; My organization makes me feel like I’m part of a tradition; I’m happy when I’m at work.

These are the qualities you see as external rewards for the work you do. Whether or not you find your work personally meaningful, it can still have extrinsic value to you.

Examples: job security, compensation, promotions or recognition.

These describe your personal preferences about where you live or how you like to spend your leisure time. How much a particular job or profession allows you to enjoy the lifestyle you prefer might influence your decision about whether it is right for you.

Write your answers to these questions in your workbook (Section 2):

1. Describe a specific work experience that really made a difference in your life. What can you say about it?
2. List a few accomplishments from your current or previous role that you are proud of. Specifically, what did you contribute in each example?
3. What are the common themes among your answers?

Imagine in five years you have a job that perfectly fits with your values and is similar to your best previous work experiences. Now imagine that you are being interviewed for an article about your accomplishments and contributions. The interviewer asks the following questions to learn more about your work. What answers would you give?  Write in your workbook (Section 3):

1. What’s unique about the contributions you’ve made through your work in the past five years?
2. How has your work in the past five years made a difference? Has it changed the way things are in your organization or profession? Has it changed the way things are in your community?
3. What do you foresee for yourself during the next five years?

After you write your answers to these interview questions, write out your personal vision of professional success.

• Monster.com Career Advice
• University of California Humanities Research Institute

• My UC Career
• UCSF Career Tracks
• Workforce Development Programs

• Models, fosters, and promotes the University of California Principles of Community.
• Demonstrates antiracist behavior by showing (Anti-Racism Learning & Reflection Tool) empathy and respect for all people regardless of differences; promotes fairness and equity.
• Cultivates, champions, embodies, embraces, and supports a sense of diversity, equity, inclusion and belonging.​

• Anticipates and adapts to change.
• Supports change initiatives by energizing others at all levels and ensuring continued commitment when faced with new initiatives.
• Demonstrates tolerance and adaptability when dealing with ambiguous situations.
• Effectively plans for change and deals with setbacks through flexibility and resilience.​

• Interacts with others in ways that demonstrate collaboration and cooperation.
• Builds partnerships with others to achieve organizational results.
• Cultivates, builds and maintains positive relationships across the  organization.​

• Clearly and effectively shares information both orally and in writing.
• Uses the most appropriate and effective medium for communicating.
• Adapts and adjusts messages in line with audience experience,  diversity and background.
• Seeks input and actively listens; checks for understanding of messages.

• Strives for high-quality performance in self and the organization.
• Takes initiative in an ongoing effort to improve products, services or processes to deliver optimum results.
• Is resourceful, seeks alternatives and  broad input; measures outcomes.​

• Demonstrates responsibility and ownership for one’s job and career path by identifying and expanding skillsets needed to perform successfully on the job.
• Consistently works to learn and increase knowledge.​
• Asks for help when needed, admits mistakes and is open to feedback.​

Shows understanding of and commitment to the UC mission and vision.​

• Anticipates and identifies problems; conducts appropriate analysis to understand stakeholder interests.
• Generates and evaluates alternative solutions.
• Takes thoughtful risks.​

• Values and delivers high quality, professional, responsive and innovative service to all customers.
• Establishes and maintains positive, long-term working relationships.

Demonstrates accountability, discretion and sound judgment when utilizing tangible and intangible University resources to ensure the public trust.

You can learn about the competencies required to succeed from other people.

If your vision is to take on a role that is different from your current job, talk with your manager, colleagues, friends or others who have a role that is similar to or matches your interests.

Ask about the job-specific and core competencies that helped them get where they are. This is called “informational interviewing.”

Video (3 minutes): informational interviewing

Networking Platform:

UCSF Talent Marketplace

The UCSF Talent Marketplace is an online professional networking portal where UCSF staff may explore mentorships, career pathing, projects, learning, and positions.

For example, you could ask a coworker, “What have you seen in my work that tells you I know how to do my job?” or “What have you seen in the way I do my job that could be done differently?”

The assumption when asking others to give you feedback is that you are prepared to receive it and to consider comments which differ from your own views.

When receiving feedback, remember to:

• Be Attentive: Concentrate on what is being said. Focus on what the person wants you to know, not on what you would like to hear. Paraphrase what was said so that you and your peer know that their message was accurately received.
• Be Aware: Notice your own reactions, both intellectual and emotional. If the viewpoint from which the other is speaking is at variance with your own, do not dismiss it: it can be important to realize that others see you differently from the way you see yourself.
• Be Honest With Yourself: Even if you don’t agree with something you hear, it’s still possible that part of what’s been observed or suggested might be accurate.

A "360" is a structured process where you receive feedback from colleagues including your supervisor, peers, direct reports and customers.

Learn more about and access 360 resources at no cost:

• Definition of 360 Feedback (3m video)
• Striving for Your Best Workshop Series
• Organization Development Consulting

To set your development goal, first ask yourself what you learned through your self-assessment and feedback about your strengths and areas for improvement. Then compare that with the competencies required for your vision of success that you noted on Section 4 and 4a of your workbook.

Pick a competency that is required for success, and your self-assessment and/or feedback suggests there is room for improvement. That will be the competency you focus on in your professional development plan.

Write a statement that describes what you’d like to be able to do differently in the chosen competency in Section 1 of the SMART Goal Worksheet in your workbook (Section 6). This is your “Goal Statement.”

Use the SMART Goal Checklist in Section 2 of the SMART Goal Worksheet in your workbook (Section 6) to make sure your goal statement is:

• Specific: Your goal should address one or more of the five W’s: who, what, when, where and why. The purpose of your goal is to be specific about the future state you want to reach.
• Measurable: It’s possible to know when your goal has been achieved, and the level at which you achieved it.
• Action-Oriented: You can identify actions to be taken that will contribute to the achievement of your goal.
• Realistic: You have the capability to accomplish the goal, even if you are not fully competent in that area yet. Also, your goal is realistic if it can be met even with your other commitments. And even if your goal is a stretch for you, it is still feasible one step at a time.
• Time-Bound: There is a specific time frame to achieve your goal with beginning and end dates. Your plan may include interim milestones and a plan to monitor progress as well.

Your statement of what you want to be able to do differently as a result of development

The patterns of thought, feeling and behavior that will support you in achieving your goal.

The knowledge, skills or abilities required to succeed in your goal.

The specific actions you will practice to get better in the target goal area.