By Nick Young
Categories
Month: May 2025
By Nick Young
After taking the Life Stress Inventory, Coping and Stress Management Skills Test, and Type A Personality Survey, I learned that I deal with a moderate amount of stress and have some Type A traits. I like to stay busy and be in control, but I also put a lot of pressure on myself. The coping test showed that I have some solid strategies in place but still have areas to work on.
As I move into my career, I know managing stress will be important. I plan to stay organized, manage my time better, and make sure I take breaks during the day. Going for walks and staying active already help, but I want to be more consistent about it. I also plan to set boundaries so I do not take on too much at once.
When I looked into what companies are doing, I found that many are starting to focus more on employee wellness. Some offer mental health days, flexible schedules, and wellness programs. A few even offer on-site counseling or access to therapy. These efforts help lower burnout and keep employees more focused and productive. The American Psychological Association says that workplace wellness programs lead to better performance and happier employees.
Stress is always going to be there, but how we handle it matters. Learning how I respond to stress now helps me figure out what I need to adjust moving forward. It is also good to see that more companies are starting to recognize the importance of supporting their teams.
By Nick Young
I recently decided to leave my job at a moving company where I had worked for over a year. I liked the work and my coworkers but the main reason I left was compensation. Even though I worked hard and took on extra responsibilities, my pay stayed the same. Over time I felt my compensation did not match the value I was bringing to the company.
This affected my motivation. I stopped feeling excited about giving my best because I was not being fairly rewarded. Also, the lack of a pay increase made it harder to save for school and other important things.
When I got a job offer from another company with better pay and benefits I accepted it right away. The higher pay was not just about money but also about feeling recognized and treated fairly. That reward matched my need for financial security and professional growth and motivated me to make the change.
For me, compensation was a big factor in my decision. It was not only the amount but also the fairness and acknowledgment that mattered. When compensation meets expectations it helps keep motivation and commitment high. When it does not, people may lose effort and look for better options.
This experience showed me that fair pay is key to motivation and keeping employees. Companies that reward employees fairly are more likely to have motivated and loyal workers.
By Nick Young
Test Summary
I took the Enneagram personality test from Eclectic Energies and my top result was Type 3 – The Achiever. It said I’m success-driven, ambitious, and focused on goals. That makes sense to me—I like accomplishing things and pushing myself to do better. I also scored high in Type 7 – The Enthusiast, which is more about staying busy, liking variety, and always being on the move. That’s accurate too since I enjoy trying new things and staying active. My third strongest type was Type 1 – The Reformer, which points to being responsible, structured, and wanting to do things the right way. Overall, the test felt pretty accurate and gave me a good breakdown of how I think and operate.
What Employers Might Think
From an employer’s point of view, I think these results show that I’d be a strong asset. Type 3 traits like being goal-oriented, competitive, and productive make me a good fit for fast-paced environments where results matter. My Type 7 side brings energy and flexibility—I can adapt quickly and stay positive through change. The Type 1 part means I care about doing quality work and following through.
On the downside, always chasing goals can sometimes be draining or make me too focused on outcomes. I also might take on too much or overthink decisions. Still, I believe my drive, energy, and focus on doing things right would stand out in a work setting and help me succeed in most roles.
By Nick Young
Not all training is created equal. One of the most effective trainings I’ve experienced was a public speaking course I took during my sophomore year. It was interactive, personalized, and consistently reinforced learning through real-time practice. In contrast, an online safety compliance training I had to complete for a part-time job was completely ineffective—it was passive, text-heavy, and lacked relevance to my specific responsibilities.
Training effectiveness is influenced by both trainee characteristics and the learning environment. In the public speaking class, the instructor cultivated a supportive environment where feedback was encouraged and failures were seen as part of the learning process. This helped reduce anxiety and allowed me to take risks and grow. The training also used active learning principles, such as peer coaching and spontaneous speeches, which promoted engagement and long-term retention.
On the other hand, the compliance training failed because it lacked interactivity and relevance. The material was generic and delivered in a rigid, text-based format with no opportunity for practice or discussion. It also lacked immediate feedback, which made it harder to stay motivated or improve.
The success of a training program depends heavily on how it is designed and delivered. A learner-centered approach with interactive elements and real-world relevance can dramatically improve training outcomes, while passive, one-size-fits-all formats often miss the mark.
By Nick Young
If I had to choose between hiring Avery or Jaime, I’d go with Jaime. While Avery may have a higher performance ceiling, I don’t think that makes up for their lack of consistency. In a business setting, you need people you can count on to deliver every day, not just when they feel like it. Jaime might not blow anyone away with standout moments, but they show up, do their job well, and help keep everything moving. That kind of reliability makes a bigger difference in the long run.
That said, I can see how Avery could be the better choice in certain roles. Jobs that rely on creativity, high-pressure performance, or breakthrough moments—like marketing campaign leads, software innovation, or strategic consulting—might be worth the risk. In those positions, having someone who can step up big when it really matters can outweigh the times they’re just average.
On the other hand, Jaime would be a better fit for roles where quality and consistency matter more than peak performance. These might include administrative positions, accounting, or customer service—jobs where every detail counts and the work needs to be dependable. In these roles, having someone who’s always steady is way more valuable than someone who might drop the ball half the time.
For me, the choice comes down to trust. I’d rather hire someone I know I can count on to do the job right every day. That’s what helps a business grow and stay strong.