Week 9 – Blog Post: Self-Reflection

What am I good at?

At this point in my career, I would say that I’m good at leading a team, working with clients and helping them identify their needs, and working through strategies to help fulfill those goals. In my career, I’m results-driven and focused on accountability, but in my personal life, I tend to take more joy in the journey than the accomplishments.

What do I value?

I value service toward others. I value accountability from others. We may not have a say in our circumstances, but we do have control over our response to our circumstances. I value that response and what we are doing to make things better.

How did I get here?

I got here through hard work, good fortune, and the mentorship of others. I’ve always worked with talented and gracious people who have helped me learn and experience new things. I’ve had supervisors who have supported me and advocated for me. I’ve worked in different situations where I’ve been fortunate to gain perspective at each of my stops.

Where am I going?

This is a wonderful question. The future is uncertain, but I would say that in my current trajectory, my path leads toward more opportunities to serve clients, develop relationships, and lead teams. I would like to think that I would be able to continue to take on newer responsibilities and greater roles within my company, and that my ability to impact clients and the general public would be enhanced through the work that our teams are doing.


Week 7 – Blog Post: IPIP Results & Reactions

I took the original version of the IPIP, which took about 30 minutes to complete. My scores indicated that I am high on the extraversion scale, high for agreeableness, average for conscientiousness, low for neuroticism, and high for openness to experience. These results do seem to fall in line with other personality assessments that I’ve taken in the past, such as the MBTI and the Wilson social styles. I assumed that I would score highly for extraversion, as I have scored as a very high extrovert in the MBTI in the past. I also assumed I would see a high score for openness to experience. Some of my favorites things to do include traveling to new places, experiencing new cultures, and eating new foods. I also like to read books about topics that I am unfamiliar with, and I take enjoyment out of learning new things. The fact that my neuroticism scale was low also does not surprise me. I tend to be a pretty level thinker who does not make decisions under impulse, and I try to not react very emotionally in many situations. I do not get depressed easily and I am not prone to large mood swings either. I was not sure where I would score in terms of agreeableness and conscientiousness, and I need to look into these two factors a little more in depth to truly understand what my scores mean there.

Coming form the perspective of a potential employer, I think they would see a few key items in looking at these scores. While I don’t believe the scores in and of themselves would be a good predictor of job performance, they may help the employer understand with a little more in depth how my personality might match or clash with certain people in the group, and they also might indicate what kinds of roles and work circumstances would either provide a positive experience for me and the company or a negative one.

I would probably look at the extraversion and openness to experience scores to get an understanding of where the candidate’s comfort level lies. For instance, if I am looking for a natural leader who is comfortable with working in a large and vocal group, I would likely prefer to see a high extraversion score. Similarly, if I was seeking a candidate who is challenged and enthused by trying new things, I would look for a high openness to experience score. If I had been burned in the past by overly emotional staff, I might examine the neuroticism score to get a feel for how the candidate makes decisions based on emotion rather than sound judgment. Moreover, if the position can be described as a high-stress atmosphere, I would look more favorably at a candidate who is not affected by those high-stress moments as much as a typical person would be.

The biggest challenge, however, is not typecasting the candidate based on their personality scores. This is one reason why I don’t personally prefer to have candidates take personality assessments as part of the hiring process, because I want to keep as open a mind as I possibly can while getting to know that person. Because these personality tests have been shown to not be highly predictive of strong performance, I don’t believe that they need to be relied upon during the recruitment and selection process. However, they can be a very strong tool in helping an employee understand one’s self, how they react to certain situations, and how others react to the same situations. If overall communication and synergy can be improved through these assessments, they can be very strong tools in the workplace.