The Bridgeten values mapped to capability dimensions

The bridge has three columns. On the left, the culture value, a stated quality the team holds. In the middle, the mechanism, the specific behavioural pattern that value produces under the conditions of actual work. On the right, the capability dimensions the mechanism activates, and the H3 axis those capabilities sit on. The middle column is where most values work breaks down. Teams that declare values without pinning down the mechanism produce the poster-effect (15.1). Teams that spell out mechanisms without committing to capabilities keep the value active but leave no way to evaluate whether the mechanism is working. Teams that complete all three columns have the instrument the chapter is built around.

The framework distinguishes two tiers of values. The baseline is five universal qualities any designer on any team should bring. A team that hires against them will have a reasonable floor of craft, collaboration, and learning disposition regardless of its culture’s other characteristics.

The added-value tier is five culture-specific qualities that deepen the baseline rather than replace it. These vary more across organisations. A team that centres Integrity has a different centre of gravity than one that centres Growth. Added-value values are where culture does its distinctive shaping.

The full bridge as the framework defines it: