Do you want a job you love, at a company you love, with values you love? Of course you do. That’s the dream for just about everyone. And frankly, companies want the same thing. When employee values align with company values, you get engagement and retention. It’s a win-win.

A desire for this “glove-like” fit is why so many MBA students enroll in my class at NYU Stern School of Business. It’s called “Becoming You,” and its goal is to help graduates find a job aligned with their purpose. But here’s the problem — and it’s a big one: Most people know their aptitudes and interests. But their values? Not so much.

My research shows that only about 7% of adults know their values with real clarity. And worse, most don’t know how to identify a company’s real values, either. Not the ones in the brochure. The real ones.

Nearly every company will say it values empowerment, innovation, and excellence. But let’s be honest: Those are just platitudes. The truth is, values aren’t what a company says it believes. Values are how work really gets done.

Ask directly, and you’ll usually get those same vague buzzwords. So you’ll need to do some sleuthing.

And that’s where the job interview comes in. There’s one question that cuts through the BS: “What kind of person should not work at this company?”

People who ask it are usually stunned. It almost always catches managers off guard, but that’s exactly why it works. Because the answers are often more honest, less rehearsed, and far more revealing.

Here are some real responses my students have heard:

• “A person who doesn’t want to text on weekends.”
• “Someone who wants to try out different roles — this is a place for specialists.”
• “A person who’s too social.”
• “Excessive wokeness does not really fly here.”
• “Anyone who likes to work on their own too much.”

Now we’re getting somewhere. These answers reveal true values — in high relief.

Take that first one: “A person who doesn’t want to text on weekends.” That company might claim it respects boundaries and employee well-being. But this answer tells a different story.

Or, “A person who’s too social.” Translation: “We prize focus and independence. Community? Not so much.”

I’m not saying any of those values are wrong — unless they’re wrong for you.

Keep in mind that this question is best saved for the end of your interview process, ideally after you’ve received an offer. Why? Because it can be so disarming to hiring managers that you want to make sure you have good rapport with them before you launch it.

And since this question can make people get a little defensive, it has to be delivered with just the right tone. You need to sound pleasantly curious, not investigative, even though indeed, you are being a little bit investigative.

You can get a ranked list of your core values by taking “The Values Bridge,” a test I developed with my team. When I started teaching at NYU Stern in 2021, building an assessment tool was not on my to-do list. But the seven values exercises I was using in class weren’t giving students the precision they needed.

People kept confusing values with virtues, despite my best efforts. Virtues are broadly agreed-upon ideals: Fairness, Integrity, Honesty. We all endorse them. But values? They’re different. Values are choices — about how we want to live and work. They’re not good or bad, just right or wrong for you.

Take the value of Scope, for example. People with high Scope want stimulation: learning, adventure, novelty. Low Scope individuals seek calm, predictability, and peace.

There are 15 values in total — like Affluence, Familycentrism, Achievement, and Radius. You can test for all of them — and you should. Especially if you’re job hunting. Because once you know your values, you can assess if a company shares them.

Suzy Welch is an award-winning NYU Stern School of Business professor, acclaimed researcher, popular podcaster and three-time NYT best-selling author, most recently with ”Becoming You: A Proven Method for Crafting Your Authentic Life and Career.” A graduate of Harvard University and Harvard Business School, Dr. Welch is a frequent guest of the Today Show and an op-ed contributor to the Wall Street Journal. She serves on the boards of public and private companies, and is the Director of the NYU | Stern Initiative on Purpose and Flourishing.

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After basketball player Valdez “V.J.” Edgecombe Jr. became the No. 3 pick in the 2025 NBA Draft on June 25, he broke into tears.

Edgecombe, a shooting guard drafted by the Philadelphia 76ers, is from Bimini, a small island chain in The Bahamas — where his family once struggled for necessities like food and lights in their home, he said in an interview with NBA TV after getting drafted.

“I ain’t have no electricity — I lived off a generator for seven years,” said Edgecombe, 19, crediting his single mother for his success. “Seeing what she had to go through to feed us? It’s crazy.”

Edgecombe hasn’t signed a contract with the 76ers yet, but he’s in for a payday: NBA rookie contracts have pay scales determined by draft position, and the No. 3 slot comes with a maximum contract of $50.4 million over four years, including two team option years.

The 76ers drafted Edgecome after he played collegiately at Baylor University for one season, during which he inked name, image and likeness (NIL) deals with companies including PSD Underwear and Panini America. He recently established a partnership with Adidas, the company announced on the day of the draft.

It’s unconfirmed exactly how much he’s made, or will make, from these contracts — but even pre-draft, he gave some money back to his old school in The Bahamas, called Gateway Christian Academy, in the form of scholarships. A representative from Edgecombe’s agency, Wasserman, did not immediately respond to CNBC Make It’s request for comment.

“I came to America to play basketball, knowing I’ve got to feed my family and all of that. That’s definitely helped me and the person that I am right now. Just work harder than everybody else,” Edgecombe told SLAM Magazine in May 2024. “I don’t want to be in that [percentage] that don’t make it out. I want to be in the part that makes it out and sets the standard high and sets a path for all the younger kids behind me.”

Struggle can often build resilience — a sentiment shared by a number of highly successful people, ranging from real estate mogul Barbara Corcoran to Nvidia CEO Jensen Huang.

“Greatness is not intelligence. Greatness comes from character. And character isn’t formed out of smart people, it’s formed out of people who suffered,” Huang said at the Stanford Institute for Economic Policy Research in March 2024. And, “unfortunately, resilience matters in success.”

For Edgecombe, watching his mom do all she could to provide for him and his three siblings inspired him to give basketball his all, he said in a post-draft interview.

“I”m just going in there. Whatever coach needs me to do, I’m going to do,” he said. “Just to [make it out of The Bahamas] means the world.”

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Earlier this spring, investors were bracing for the worst. President Donald Trump unveiled a new regime of stiff tariffs that market watchers feared could reignite inflation and start a trade war with the potential to choke the global economy.

The S&P 500, a measure of the broad U.S. stock market, plummeted by 19% between late February and early April.

But stocks have since come back, and then some — the index now sits almost 2% above its previous all-time high in February.

Where do stocks go from here? Over the short-term, no one knows. But because the U.S. stock market has historically trended upwards — making new highs after every major pullback — financial pros often suggest investing in a diversified portfolio early and often.

For the best way to do that, consider Berkshire Hathaway chairman and investing legend Warren Buffett’s oft-repeated advice for everyday investors. “Consistently buy an S&P 500 low-cost index fund,” he told CNBC’s On The Money in 2017. “I think it’s the thing that makes the most sense practically all of the time.”

Buffett is famous for his stock-picking prowess, but his advice to own index funds lies in the fact that most people — even professional investors — have a hard time picking winners consistently.

Take active mutual fund managers, who buy and sell stocks with the goal of delivering market-beating returns to their investors. In the decade that ended in 2024, just 7% of such managers benchmarked to large U.S. stock indexes (like the S&P 500) beat their average passive peer, according to Morningstar.

Those peers are exactly the kinds of funds Buffett recommends. Passive funds, or index funds, seek to replicate the performance of a market index rather than trying to beat it. And because these funds don’t have high-priced managers pulling the strings, they can afford to charge rock-bottom annual management fees.

Here’s what $1,000 invested in an S&P 500 index fund in recent years would be worth today. Total returns, including reinvested dividends, are through July 1.

If you invested one year ago:

• Percentage change: 14.73%
• Total: $1,147

If you invested 10 years ago:

• Percentage change: 255.09%
• Total: $3,551

If you invested 20 years ago:

• Percentage change: 658.14%
• Total: $7,581

Have certain individual stocks or portfolios delivered higher returns over those periods? Certainly. But many more haven’t. By investing to earn returns alongside the market, rather than trying to beat it, Buffett and others have said, you give yourself a leg up on even the savviest Wall Street pros.

“By periodically investing in an index fund, for example, the know-nothing investor can actually outperform most investment professionals,” Buffett wrote in his 1993 letter to Berkshire shareholders. “Paradoxically, when ‘dumb’ money acknowledges its limitations, it ceases to be dumb.”

Are you ready to buy a house? Take Smarter by CNBC Make It’s new online course How to Buy Your First Home. Expert instructors will help you weigh the cost of renting vs. buying, financially prepare, and confidently navigate every step of the process—from mortgage basics to closing the deal. Sign up today and use coupon code EARLYBIRD for an introductory discount of 30% off $97 (+taxes and fees) through July 15, 2025.

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Most people in the early stages of a new romance look for evidence that confirms their compatibility. Not my husband and me.

Despite having chemistry, we started with the hypothesis that we weren’t a good match. We would discover a deal-breaker down the road — something big like how much money we wanted to give our aging parents or something small like what temperature room we like to sleep in — that would lead to our demise.

At the time, we were both tenured professors in the same academic department at the same university. If things went bust, it would be very uncomfortable to go to work each day. Academic jobs are hard to come by, which meant we might be stuck in that awkward situation for life. 

So we created a list of questions, guided by basic principles of relationship science, that are critical for couples to openly communicate about if they want to know whether they’re really compatible. Unlike the questions you find on dating apps, they don’t apply to everyone. We tailored our list to us. If you’re making a list with your current or prospective partner, I’d suggest you do the same.

But to help you build your questionnaire, here are the main themes you should focus on, with a few examples to get you started: 

Conflict over money is a big driver of divorce. Couples fight over big money issues but also small ones, like whether they should spend money on a house cleaner. These issues can lead to a pattern of conflict that is tough to get out of. 

Ask questions like:

• Do you like to spend money as you make it, or squirrel it away for later?
• How much should we each pay for stuff? Split dinners? Share costs of vacations?

The stress we feel at work has an outsized effect on our interpersonal relationships, even influencing sexual function, like the ability to reach orgasm.  

Ask questions like:

• How do you manage workplace stress?
• How important is your job to your identity? 
• How do you feel about making sacrifices for my career?

Money and career are must-discuss topics, and, depending on your circumstances, so are other big categories like kids, parents, and religion. 

Ask questions like:

• Do you want any kids (or any more kids)? 
• What are your thoughts about co-sleeping with kids? 
• How often do you want to visit your parents? 
• How important is it to you that they like me? What if they don’t?
• If I’m religious (or anti-religious), would that bug you?

When we have chemistry with someone and feel aligned with them on big things like values and goals, we assume the daily things will fall into place. But they can be real relationship deal-breakers.  

Sleep is a must on this list; it’s one the strongest predictors of health outcomes and relationship satisfaction. But I also suggest touching on food, pets, humor, and time alone. 

Ask questions like:

• What’s your ideal bedtime? 
• Do you have sleep apnea? Do you see a CPAP machine (a breathing machine used to treat sleep apnea) in your future?
• Do you like to cook, eat take out, or both?
• Do you like pets? Cats and dogs, or fish and lizards?
• Are you allergic to pets?
• Can we poke fun of each other or does that bug you?

When I think about the importance of physical intimacy, I’m reminded of a scene from “Annie Hall.” Annie and her partner Alvy are both in therapy, shown on a split screen. Their respective therapists ask them, “Do you have sex often?” Alvy laments, “Hardly ever, maybe three times a week,” whereas Annie responds in an exasperated, annoyed tone, “Constantly, I’d say three times a week.” 

Despite its outsized effect on relationship longevity and physical health, we don’t have good social scripts for talking about sex. 

Ask questions like:

• How much sex do you like?
• How open are you about your preferences? 
• What are you into? What are you not into? 

What we’re “allowed” to talk about in relationships is based on norms, and when it comes to relationships, these norms are often morally tinged. There’s a category of taboo questions where even thinking them — let alone asking them out loud — violates social norms. 

In some cases, you’re too embarrassed to ask the question. In others, you worry that caring about the answer will reflect poorly on your character. Ours included questions about family history of mental health problems. 

Here are some others I’ve encountered in my work: 

• Have you ever struggled with a weight problem?
• How do you feel about consensual non-monogamy? 
• Have you ever hit a partner? 
• When you die, are you giving everything to your kids? Or is your will negotiable and could include me? 
• Among widows and widowers: Do you want to be buried next to your (dead) spouse?

We often slide into relationships, rather than making thoughtful, deliberate decisions. Going through this exercise won’t make you feel comfortable, but that’s not the goal. 

What good will avoiding that temporary discomfort do when you find yourself lying awake next to the love of your life, his cat that you’re allergic to at the foot of the bed, feeling all hot and sweaty because he likes it balmy at night and you love the air conditioner?   

Tessa West is a social psychologist and professor at New York University. She has spent years leveraging science to help people solve interpersonal conflicts in the workplace. She’s the author of ”Jerks at Work: Toxic Coworkers and What to Do About Them″ and ”Job Therapy: Finding Work That Works for You.” She is an instructor in CNBC’s online course How to Change Careers and Be Happier at Work.

Are you ready to buy a house? Take Smarter by CNBC Make It’s new online course How to Buy Your First Home. Expert instructors will help you weigh the cost of renting vs. buying, financially prepare, and confidently navigate every step of the process—from mortgage basics to closing the deal. Sign up today and use coupon code EARLYBIRD for an introductory discount of 30% off $97 (+taxes and fees) through July 15, 2025.

Has anyone ever told you, “Great job!” or “That was impressive!” — only for you to respond with, “I got lucky,” or “It was nothing!” If you’re downplaying your accomplishments at work, you’re potentially sabotaging your career. Outside the office, you might be undermining your relationships.

As the CEO of Soulcast Media and a global communication expert who’s taught over 2 million professionals how to speak with confidence, I know many people feel uncomfortable accepting compliments because they’re afraid it can come across as arrogant. However, in my book, “Smart, Not Loud: How to Get Noticed at Work for All the Right Reasons,” I talk about how accepting praise is a great way to foster deeper connection.

To start, you have to change your mindset around compliments. Instead of feeling awkward, embrace a “visibility mindset.” This means actively and intentionally making your contributions, value, and presence known. 

On the job, it ensures people see the impact you’re making — rather than assuming your work will speak for itself. It’s not boastful, it’s strategic. With friends and family, it can show people you value their opinion and appreciate their acknowledgement. 

But what do you actually say? Here’s how to accept a compliment in three simple steps:

Think of a compliment as a gift someone has picked out specifically for you. When a friend takes time to choose a present and offers it to you with enthusiasm, you wouldn’t push it away saying, “No, no, I can’t accept this.” That would feel dismissive and hurtful. Instead, you’d naturally smile and express your appreciation.

Compliments deserve the same kind of response. You can say: 

• “Thank you!” 
• “I appreciate the compliment.”
• “It’s really nice to be recognized.” 
• “Thank you, Sheila, it means a lot coming from you.”

The key is to respond with warmth and sincerity. Keep your tone genuine and relaxed, and don’t forget to smile. 

In a professional setting, reflect on how the work made you feel and shift the spotlight toward your efforts and abilities. When you offer this kind of context, you build on the impression that you’re capable and strategic. 

For example, after you show gratitude, you can say: 

• “Meeting the client’s deadline was no small task, but I’m so glad it all came together.” 
• “I absolutely loved having the opportunity to share our team’s numbers with senior leadership today. We are really proud of what we’ve accomplished.”

Similarly, when speaking with friends and family, adding perspective can invite deeper and more meaningful conversations. For instance, when a friend compliments your cooking, instead of, “Oh, it was just a simple recipe,” try:

• “Thank you! I’ve been experimenting with new flavors lately, and I’m glad you enjoyed it.” 

Accepting compliments is one of the best ways to reinforce what you’ve accomplished at work. It also gives you the chance to highlight other people and demonstrate your collaboration skills. 

For example, after you show gratitude and add perspective, you can say: 

• “It truly was a team effort. I’m lucky to have an amazing team to work with.”
• “The event was a huge success. I couldn’t have done it without Ashley. She helped bring this vision to life, too.”

In non-work related conversations, recognizing others can build social influence. When you bring others into the conversation, you’re making them feel valued and acknowledged. This is emotional intelligence at its finest and it’s the best way to create an environment where everyone feels seen and celebrated. 

In the end, compliments are a golden opportunity to foster connection — whether you’re speaking to a coworker, boss, friend, or family member. It’s a doorway that can lead to visibility and recognition at work and meaningful conversations everywhere you go. 

Jessica Chen, the founder and CEO of Soulcast Media, has taught over 2 million people how to elevate their communication skills. She’s a keynote speaker and a former Emmy-Award Winning TV journalist. Her book “Smart, Not Loud: How to Get Noticed at Work for All the Right Reasons” teaches smart professionals how to develop workplace confidence and build a career they love using strategic communications skills to stand out. Connect with Jessica on LinkedIn and Instagram. 

Are you ready to buy a house? Take Smarter by CNBC Make It’s new online course How to Buy Your First Home. Expert instructors will help you weigh the cost of renting vs. buying, financially prepare, and confidently navigate every step of the process—from mortgage basics to closing the deal. Sign up today and use coupon code EARLYBIRD for an introductory discount of 30% off $97 (+taxes and fees) through July 15, 2025.