What makes you get up and go to work in the morning? Are you in it for the money and the eye-grabbing resume entry? Or have you invested your heart into this job because it makes you so happy? Perhaps this seems like a loaded question? Well, that’s because it is—and the answer to what drives you to go to work every day is different for everyone. While one person might be motivated by productivity, for another person, the idea of focusing on the bottom line instead of personally meaningful projects is nothing short of horrifying.
When it comes to thriving in the corporate world, INTP personality types stand on shaky ground. We know that INTPs with their analytical minds are creative problem solvers, loyal to their organizations and are great at addressing complex technical issues. They have a reputation for working incredibly hard to exceed their own high standards.
ENTJs are typically goal-driven and ambitious, making them ideal candidates for a range of leadership roles. They are strategic leaders whose assertive and outgoing nature allows them to excel at motivating a team. Truity’s Personality Type and Career Achievement Study indicates that ENTJs are more likely to be found in leadership positions than other personality types, with the highest average number of employees reporting to them.
Obviously, your personality type has affected your career. For many, it determined what that career would be. It’s common knowledge that most ENTJs prefer to find success by taking on leadership roles and helping to organize projects, whereas an introverted perceiver may be less interested in that type of role.
But how, specifically, once you land that job you got by taking account of your personality, does it change where you go on the corporate ladder?
When interacting with differing personality types at work some tension can arise. However, it is often important to have multiple perspectives on one project. You may find that integrating a team of personality types at work will be more efficient and outcomes are ultimately more useful and comprehensive.
As an Introvert, do you find it challenging to share your ideas or thoughts with your boss or team? Have you ever wished that there was an app or guide to help Introverts navigate a relationship with an extraverted boss?
There’s an ebb and flow to navigating a relationship with your boss. However, work has the potential to become more complicated when the boss has an opposite style from yours.
I learned this the hard way.
In the last article, we talked about what Startup Founder’s Syndrome is, its symptoms, how it adversely affects a company and which personality types are most at risk of developing it.
Now let’s take a look at the steps that can be taken to deal with a sufferer of startup founder’s syndrome.
The path of a startup founder is a difficult one. Part commander, pioneer, and obsessive artist, a founder needs to wear many hats to make his/her vision come true.
A founder needs to have a combination of stubbornness, charisma, resourcefulness, and single-minded focus to overcome the many difficulties that come with starting a new enterprise.
But once the business becomes well established and it’s ready to grow, a surprisingly common illness strikes. The very same personality traits that helped the founder get the business going start to become an issue.
So you're bored at work and planning your next move. You've taken a personality test, read up on the type of careers that are perfectly aligned to work style, and made a list of all the different options. You may have spent a fair chunk of time researching those options, matching them up to your strengths, interests, passions and hobbies, and a few have really captured your interest. In fact, you're currently having a love affair with so many different career paths that you just can't pin down a single option to go after.
Professional communication is vital in the business world. Sensing-Judging types -- the SJs of the 16-type personality system -- are adept at communicating important information clearly and concisely, and use it as a tool to move tasks along or educate others. Analyzing the overall goals of projects, we are quick to spot and fill in any gaps in information and use it to make sound, quick decisions.
Do you work for a boss who refuses to delegate certain tasks or who “does not have the time to teach?” If so, then you’re not alone. Many managers have received no training in delegation and the lack of this critical skill can make them really tough to work with. If your boss doesn’t delegate, then you might feel like she doesn’t fully trust you. Worse, you could end up feeling like you’re being held back and bossed around from task to task instead of being allowed to grow in your career. What to do?
In an ideal world, every employee would finish every item on his to-do list without any problems or stress. Back in the real world, the sheer number of things to do is dizzying and there’s only a finite amount of time to get them done. This means that time management—the art of using your time productively, based on the day’s priorities—is one of the most important skills your employees can have.
When people talk about pre-hire personality tests, they usually mean questionnaires like the Myers Briggs Inventory, the Big Five or the DISC profile. A test, like a numeracy or literacy test, has a right or wrong answer so you can pass or fail it. A personality questionnaire, on the other hand, helps the employer figure out if your strengths and weaknesses match up with the job requirements. You can’t actually flunk or ace a personality test—it simply shows if you’re a good fit for the job.
Shyness is not the same as introversion, although the two personality traits sometimes overlap. An Introvert needs time alone to recharge after busy work periods and gets mentally drained after spending a lot of time with others. A shy person is much more anxious about the social interaction itself.
Many of the ideals of achieving success in the business world are based on extraverted tendencies. The outgoing, sometimes brash individual that knows everyone and is constantly on-the-go is admired almost to the point of worship. Pursuing this extraverted ideal, however, can be exhausting for Introverts.
In part one of this series, we analyzed a bit of the history behind how Dr. Meredith Belbin created his team roles, a summary of the three action oriented roles, as well as the Myers-Briggs personality types that complement those roles.
In this article, we will analyze the remaining six roles, as well as personality types that resonate well with them.
Have you ever worked with a team in which everyone just seems to be on the ball, tasks got done on time, and the entire project was just a pleasure to see to its end? Or have you ever worked with a team in which every member is quite talented, morale is high, and all the elements needed to succeed are there, and yet nothing seemed to get done?
As a manager, it’s easy to put your direct reports into boxes. There’s the creative one, the empathetic one, the one who likes autonomy and the one who like clear boundaries and set routines. There’s also another special breed of worker in the world, and that’s the person who has borderline manic levels of productivity yet spends a lot of the time kicking back and doing...well nothing. Someone who is lazy and a hard worker, all at the same time.
How do you manage someone when you’re never quite sure where they’re at? Here are some tips.
The idea of working from home may have seemed unusual a couple of decades ago. But given the rise of internet technologies such as shared work environments, VoIP, the advent of smartphones and high speed internet, that’s no longer the case. According to the United States Census Bureau, around 20-30 million people work from home at least one day a week in the USA alone. And those numbers are growing every year.
Every well-constructed team should have a mix of personalities. Some people like to take the lead and work well with very little supervision. Others need a little extra help but are generally happy to follow the guidelines and detailed planning the manager has set for them. And then there are those who are not inclined to follow the rules at all. If you're in the latter group, you might be a powerhouse of generating ideas, and you might be among the most productive people in your department, but you just have to have flexibility in the way you do things.
- 1 of 6
- next ›