Cameron and Quinn (2011) noted that the Competing Values Framework serves as a tool that can effectively identify how organizations and those within the organization process ideas, integrate values, and navigate the responsibilities of their respective roles. By increasing understanding of each element, there is a greater likelihood that organizations could foster longevity and sustainability of their overall mission. The Competing Values Framework (CVF) comprises four culture types: Clan, Adhocracy, Hierarchy, and Market. Of the four, I would align myself most with the Clan culture. As someone who serves as a program director within an agency, it's vital that collaboration is at the forefront since a lot of the work we do requires effective teaming and partnership. Our agency serves youth navigating child welfare, the juvenile justice system, and/or mental health services. In order to effectively provide services, it's critical that a level of structure is implemented to keep documentation, thoughts, and records in order. It's of course, easier said than done, but this culture type also allows for flexibility and provides room for staff to navigate the work in a way that suits their style without jeopardizing the quality of work being done. To cultivate further effective leadership