In today's fast-paced digital landscape, technology plays a critical role in driving innovation and shaping the future of work. Amidst the rush to adopt the latest tools and platforms, one crucial factor often overlooked is the influence of personality dynamics on how individuals embrace and engage with new technologies. Understanding these dynamics is essential for fostering a workplace culture that encourages innovation and harnesses the diverse strengths of team members. There’s an intricate relationship between tech and temperament. Let’s explore how personality impacts individuals' readiness to embrace new technologies and what leaders can do to cultivate an innovative culture.
We all know that human personalities are diverse, ranging from assertive to cautious, intuitive to analytical, fast paced, or methodical, and everything in between. The Omnia Group has been profiling personality traits for close to 40 years. We’ve helped thousands of clients hire the people who fit the job best and develop them to their full potential by diving deep into these variety of traits and personality groups.
Personality traits significantly influence individuals' attitudes toward technology adoption. For instance, extroverted individuals may be more inclined to embrace social collaboration platforms and video conferencing tools, thriving in environments that facilitate interaction and communication. Conversely, introverted team members might prefer asynchronous communication channels like email or messaging apps, allowing them to process information at their own pace and in solitude.
Moreover, personality traits such as an openness to new experiences and a propensity for risk-taking play a crucial role in one's willingness to adopt new technologies. Those who tend to be more adventurous, are eager to explore the latest AI and ChatGPT tools and experiment with how they can automate mundane tasks. On the other hand, individuals with a low tolerance for risk may be more cautious in their approach, preferring tried-and-tested technologies over cutting-edge advancements.
In addition to influencing technology preferences, personality traits also shape individuals' adaptation and learning styles. For example, sociable individuals with a preference for instinctual thinking may gravitate toward user-friendly interfaces and interactive learning. They might like the chance to learn new technologies on the job or in group settings where questions can be asked as they come up. People who are more reserved welcome the opportunity to learn technologies on their own, following tutorials and researching answers to questions. They tend to favor interfaces that are practical and logical, even if they are not very flashy.
Some learners are cautious and may worry about the risks that can be associated with adopting new technologies or may even fear that these technologies could replace human jobs. Others are ambitious and welcome the opportunities for goal achievement new technologies offer. For both these types of learners, security and safety need to be a consideration. Leaders should make it clear that the exploration and adoption of new technologies is supported and encouraged in the business, while reinforcing that anything employees explore needs to be within your IT policies and nothing puts your firm’s security at risk. They should offer reassurance around the learning process, making it clear that new technological skills make each person more valuable, and therefore less easily replaced.
Another consideration is conscientiousness versus resilience. These traits impact an individuals' ability and willingness to overcome challenges and setbacks encountered during the learning process. Highly conscientious individuals are likely to approach technology adoption with discipline, carefully honing their skills until they achieve mastery. However, they can worry about making mistakes, which may make them hesitant to try new things, initially. Resilient people are more comfortable with a trial-and-error approach to learning. They don’t mind getting things wrong, which makes them more comfortable innovating, but their big-picture orientation means they can have limited patience for technologies with too many steps or that require fastidious input.
Leaders should support a growth mindset across their company cultures, helping employees see that embracing innovation and new technologies helps our companies grow, and overcoming obstacles are opportunities for growth. Create a culture where embracing experimentation, persevering through learning curves, and even experiencing failure are essential parts of the learning journey.
To build a truly innovative workplace, leaders must recognize and embrace the diversity of personality traits within their teams. Rather than imposing a one-size-fits-all approach to technology adoption, leaders should create a culture that celebrates individual differences and honors unique strengths. By leveraging the diverse talents and perspectives of team members, organizations can foster creativity, drive innovation, and stay ahead of the curve in today's rapidly evolving digital landscape.
Leaders can facilitate cross-functional collaboration by creating opportunities for team members to exchange ideas, share knowledge, and collaborate on projects. By fostering a culture of openness and mutual respect, leaders can create an environment where every voice is valued, and diverse perspectives are welcomed.
Providing tailored support and resources is essential for accommodating the diverse learning styles and preferences of team members. Offer flexible training programs that cater to different learning preferences, including hands-on workshops, online tutorials, and peer-to-peer mentoring. By empowering individuals to learn at their own pace and in ways that resonate with their unique strengths, organizations can accelerate technology adoption and maximize the potential of their workforce.
Innovation thrives in environments where technology and temperament intersect harmoniously. By understanding how personality dynamics influence individuals' attitudes towards technology adoption and learning styles, leaders can create a workplace culture that fosters innovation and empowers every team member to reach their full potential. By embracing diversity, fostering collaboration, and providing tailored support, organizations can cultivate an innovative workforce capable of driving positive change and shaping the future of work in the digital era.
Ready to get started? Start with an Omnia Development Report for your team members. You’ll receive valuable insights into how you can help coach and motivate your team to thrive at technology innovation and drive long-term growth and success.
Ingenuity and fresh ideas are essential for growth and progress within a company, and bringing the creative spirit that’s necessary for innovation to life is a team effort. Everyone needs to play a part in contributing to an organization’s advancement and goals to feel invested in bringing them to fruition. Though not everyone has the same talents, each person has individual strengths that enable them to make a difference in their own unique, important way.
You need people who can come up with forward-thinking plans as a first step, but it doesn’t stop there. You also need individuals who can translate those ideas and goals into tangible practices that can be implemented within your company. Understanding your employees’ individual personality traits and behavioral characteristics is a key to unlocking creativity and innovation within your organization.
People who are goal oriented, driven, and comfortable trying new or unproven methods to achieve results are often the ones who come up with ambitious new ideas. They enjoy taking risks and reaping the big rewards that can come with them. And they do not become discouraged by the trial-and-error aspect of formulating and implementing new plans. Rather, they see each setback as one step closer to success.
Let these take-charge, resilient individuals in on the ground floor when developing big-picture plans and high-level strategies. They are willing to press forward in the face of adversity to achieve visionary goals.
Management Tip: Since they don’t feel constrained by perceived limitations, be sure they submit their ideas to a “reality check” to make certain those ideas are attainable and realistic to put into practice.
Asking cautious employees who prefer working within clear-cut parameters to think up a brand new revenue stream or to completely overhaul existing systems could feel intimidating to them. People with these personality traits are not comfortable taking on risky ventures. They also have high standards for the quality of their work, so they want to use proven methodologies rather than chancing a mistake with untested techniques.
These employees will be inspired by collaborative efforts that ultimately help others, such as enhancing the services your business provides to clients or creating departmental initiatives that benefit the team as a whole. Rather than inventing a new set of protocols, ask them for ways to improve existing processes to enhance the accuracy and quality of the group’s collective results.
Management Tip: Encourage these employees to create stretch goals when crafting new processes and plans to help them foster a growth mindset.
Employees who are socially driven enjoy working with people and often communicate in an outgoing, expressive way. They thrive when interacting with their colleagues and having the chance to bounce ideas off each other. They are external processors, meaning they often “think out loud” and talk through problems and issues with others.
These individuals may work best on group projects that center around the interpersonal aspects of business, such as setting the tone for your company’s corporate culture or developing team-building objectives. Their ability to read others’ emotions can help them find the best way to appeal to an audience, so they may be effective at assignments involving establishing your brand and building employee loyalty within your organization.
Conversely, people who are analytical thinkers often possess strong focus for tasks that require solitary concentration. They are internal processors who solve problems by investigating facts and evidence. They prefer working individually or in small groups and having the chance to expand their knowledge base. They want to become subject matter experts on specific topics. They are often reserved communicators, but they like being resources for information for their peers and leadership.
These employees may excel at projects that include extensive research, objective data analysis, and bringing a depth of knowledge to the endeavor. Because they keep conversations targeted toward the business at hand, they can effectively keep project meetings and conversations on topic.
Management tip: Ensure everyone has the opportunity to contribute their ideas. Outgoing or assertive personalities often speak up to give their suggestions. Low-key or succinct communicators might be more reserved about offering up their recommendations or ideas. They also prefer having the chance to think things over. Give those employees time to review business needs in advance so they can formulate their ideas before bringing them to the table. Also, consider meeting with people one-on-one initially.
People work at a variety of tempos, and understanding the pace that each employee prefers can guide management when assigning projects and responsibilities. Fast-paced multitaskers are well suited for projects that have quick turnaround times and that have a lot of moving parts to juggle. These individuals are inspired by variety and are not overwhelmed by tight deadlines. Methodically paced individuals are patient and willing to take the time to ensure positive results. They have strong follow-up skills, so they often do well handling long-range projects that require a lengthy time commitment.
Management Tip: Because speedsters are motivated by diverse responsibilities, they can tend to start many new tasks but finish few. Ask for status updates on their assignments, and ensure they are not overwhelmed with too many activities. Persistent, orderly employees want to see one thing to completion before starting something new. Make certain they are prioritizing the most important work first, and help them pivot their focus when a new, more significant objective arises. Review project timelines regularly.
Innovation is about the entire process, from conceptualization to realization, and it takes many different personality qualities to bring that to life within your business. But how do you know which employees have which personality traits? A behavior assessment, like The Omnia Assessment, can help. Contact us today to discover how!
The founding fathers of the United States were some of the most influential figures in American history. They came from different backgrounds and had different views on politics and society, but they all shared this in common: they were fearless, rebellious, and bold. They were the kind of people who didn't take no for an answer, who wouldn't back down in a fight, and who had the vision and courage to create a nation from scratch. They were responsible for drafting the Constitution, forming the government, and shaping the country. No big deal, right? But what were they like in the workplace? Let's look at their Omnia personality traits and imagine how they might behave in a modern office.
First up, literally, is George Washington. George, a natural-born leader, was quite reluctantly the first president. This guy took a poorly trained army with next to no resources and convinced them to cross an ice-cold river in the dead of winter… on Christmas! I struggle to convince people to brew a new pot of coffee if they take the last sip. George’s bold move led to a successful attack that helped boost morale among the American troops and marked a turning point in the revolution. Color me impressed.
George had a reputation for being disciplined and hardworking. He was also known for his honesty and integrity, which made him a respected figure among his colleagues. In the office, George always shows up on time, never takes a sick day, and inspires everyone to do their best. He leads the annual polar bear plunge (teambuilding!) and he's the boss everyone loves to work for, but you also know that you can't slack off around him because he'll call you out in front of the entire team.
Next, we have Thomas Jefferson. Tom was a brilliant thinker and writer, but he was also a bit of a procrastinator. He was known for putting things off until the last minute and then pulling all-nighters to get everything done. In the office, he’s the coworker who always has a million ideas but never quite gets around to executing them. Tom’s the one who always returns his Redbox late and asks for extensions on his deadlines. You just know that you can't rely on him to finish his part of the project until the very last minute, but you also know it’ll be great when he does, which is the only reason you put up with it.
Then there's Benjamin Franklin, a work-hard, play-hard kind of guy. Benji was a true Renaissance man, with interests in science, philosophy, and diplomacy. He was also known for his electrifying wit and sense of humor, which made him a popular figure among his colleagues. The perfect blend of brilliant and funny, Benji’s online dating profile titled “Love is like electricity; you never know when it will strike!” gets all the swipes! In the modern workplace, he’s the guy who always has a clever joke or pun to share and who never misses an opportunity to lighten the mood. He's probably the one who organizes the office prank wars and generally keeps everyone entertained, but Benji knows how to get serious when it's time to work.
John Adams was a bit of a hothead with a reputation for being argumentative. He also had a strong distaste for French cuisine, unlike Tom who was a known Francophile who maybe helped bring French cuisine to the States. Office conflict anyone? John was fiercely loyal to his beliefs and wasn't afraid to stand up for what he thought was right. In the office, he’s the guy who always starts arguments during meetings and refuses to back down until he's convinced you he's right. Good luck thinking it’ll ever be the other way around. He's probably the one who gets into heated debates with his colleagues (sorry Tom) over everything from politics to where to order lunch (nothing fussy, frivolous, or French!). John always gets the last word. With that column 6/7 combo, he does not give up and he will wear you down!
Finally, we have Alexander Hamilton. A brilliant strategist with a talent for financial management who just wanted his shot. He is the inspiration for the hottest ticket on Broadway, a musical blending hip-hop, R&B, and the traditional show tune. Perhaps you’ve heard of it? Alex was known for his ambition and his willingness to take risks. In the office, he’s the guy who always has a new business idea and is constantly pushing the company to take bold steps forward. He's probably the one who spends all his time poring over spreadsheets and crafting elaborate PowerPoint presentations and who never misses an opportunity to pitch his latest project to the CEO. He's the one who always seems to be one step ahead of everyone else but who sometimes forgets to look before he leaps.
There you have it, the workplace personalities of the founding fathers. They were all unique, talented, and passionate individuals who would have been a force to be reckoned with in any modern-day workplace. And who knows, maybe they would have even created their own startups and revolutionized the world once again.
Ready to revolutionize your office and unlock the potential of your workforce? With the Omnia personality assessment, you’ll gain valuable insights into your team’s strengths, communication styles, and workplace preferences. From there, you can enhance team collaboration, improve hiring decisions, boost productivity, and avoid heated lunch debates! Happy Independence Day!
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When I took my first full time job out of college, I had one mission: to help people. I’d just finished my degree in psychology, and I intended to continue my education to become a counselor. People had always told me what a good listener I was and how easy it was to talk to me. I took those tiny little scraps of praise and tried to parlay them into a career in health and human services. Annnnd, I immediately failed. Or at least, I felt like I failed.
I was working for a government agency trying to get aid to struggling families. In retrospect, I can think of few jobs that could crush a tender little soul like mine so effectively. I wanted to help people who desperately needed more help than I was authorized to give. My intentions were good. Honestly, the intentions of almost everyone involved were good. But the reality was hard, and my own mental health deteriorated pretty quickly.
After a year of stomach aches, tension headaches, and more tears shed in a bathroom stall than I care to remember, I found another job in a university library. It was much less money, zero benefits, and very little promise of advancement. And I was thrilled! I was also shocked (honestly, truly shocked) when my manager at the health and human services job told me she was sorry I was leaving, that I’d been a good worker, and she thought I had a lot of promise. Certainly, she had never said those things to me before I gave my notice. Would it have made a difference if she had? Probably not. Maybe I would have stayed longer and toughed it out, but I doubt it would have ever been a good fit for me.
We often say people don’t leave jobs, they leave managers. My manager was not ideal, but I definitely left that job.
What went wrong? How did I go from actually helping people in a career that aligned with my education to (what felt like) hiding in the massive labyrinth of stacks of a university library?
Well, like many things that don’t work out as planned, it was just a misunderstanding. A couple of misunderstandings, really.
I wanted to help people, and that job was literally and directly helping people. But it also required me to be tough. I needed to set boundaries, tell people things they didn’t want to hear, and advocate strongly for them if something didn’t go right within the system. I was getting trampled on from all sides because I just was not assertive. (I’m still not that assertive, but when I think about the sweet summer child that I was back then… just wow.)
People always said I was a good listener. Well, newsflash: that was because I was NOT a talker. Want to know what 75% of this job was? Talking. Multiple daily meetings, giving long presentations. Nonstop phone interactions. Interviews, follow-ups. It was exhausting to me.
Guess what people also always said about me: “You’re so patient!” And it’s true (except when I’m in traffic or waiting for the internet to come back up). I have a ton of stamina for long projects, and I follow through. I once walked an entire marathon – 26.2 miles! What they didn’t say about me ever was, “You’re so fast!” Did I mention I walked an entire marathon? It’s rare to be both patient and quick, and I was not. That job was nonstop hustle and involved constant change. I felt like I could never catch my breath.
The most important thing I lacked was resilience. Every aspect of that job was a misfit for me, but I blamed myself for not keeping my head above water, even though I had almost no support, was offered no tools to help me stay organized, and given no real training to deal with the emotionally taxing aspects of the position. I didn’t fit, and there was nobody helping me fit. And somehow, I decided that was my own fault. How was I ever going to feel okay in that situation?
In retrospect, I wouldn’t recommend to everyone the kind of career transition I made, but it turned out well, and I inadvertently did some things right.
If you’re considering a change in careers, here are some tips from a former sweet summer child.
As my Omnia coworker Alaina mentioned in her recent blog, “…a role that requires you to work against your intrinsic behaviors can cause frustration and discontent.” There is always a learning curve to new jobs, and it can feel horrible while you’re still learning. But if you’re still constantly anxious, filled with dread, and/or experiencing the physical signs of stress after you’ve been on the job for a few months, there is a good chance you and your job are not a match. It’s not you. It’s the job! Understanding and respecting your behavioral preferences and motivational tendencies can help you find the right match.
My mission was to help people, but my passion was, and always has been, the written word. Of course, I didn’t realize that until I was done with college! Seeing the listing for the library job was such an “Aha!” moment for me. I had always loved the idea of working in a library, but I didn’t need to abandon my mission to help people. I did help many students get the information they needed to succeed in school.
After you’ve determined where you want to go next, you may encounter high barriers in the way of getting your foot in the door. Experience is often a critical aspect of starting a new career. But it’s not the only way in.
This isn’t always necessary. You may find that the skills you’ve learned at your current job are easily transferable to a field that is more compatible to your personality type. If so, awesome! If not, you may need to start a little lower and work your way up. Just make sure there is a viable path to get back to your current level and beyond.
Once you have a general idea where you’d like to go next, train while you search. There are so many affordable educational opportunities out there. From free or low-cost online classes and online certifications to community colleges and free classes given at your local public library, there are chances to upskill for every kind of learner. Without specific experience, your additional education will give you an advantage over other entry-level applicants.
In the end, I didn’t stay in the library business, but I spent five great years there. Then, I took what I learned from that career change to transition again and become an Omnia Analyst, where my love of the written word, education in psychology, and mission to help people all came together in a career that has matched my personality and kept me engaged for a long time.
If you’re sure you’re not where you need to be but aren’t sure where to go from here, why not try a behavioral assessment? The Omnia Group offers a Professional Development Assessment, a behavioral assessment providing a wealth of information on job task preferences, motivators, challenges, and development opportunities. We also offer our CareerMaze assessment, which helps evaluate your vocational strengths and weaknesses, interests, and capabilities. Contact us today for more information about how The Omnia Group’s behavioral assessments can help you take your next career step.
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June marks a significant moment for high school and college students across the country as they celebrate their academic achievements and receive their diplomas amidst cheers and applause from family and friends. While this is a time of excitement and pride, we all know it is only the first step in a long and winding career journey, one that may have its share of bumps and unexpected turns.
Although it may seem like a gamble for employers to hire new graduates due to their lack of experience and skills compared to seasoned professionals, the truth is that hiring a new graduate can provide multiple benefits to an organization. Yes, it is likely to require some additional time and coaching on your part, but the fresh perspectives, eagerness to learn, and adaptability of new graduates can make a positive impact on your company's success. By investing in the development of new graduates, employers can not only cultivate a talented and diverse workforce but also promote a culture of innovation and growth.
The road ahead may seem daunting to managers tasked with training and developing new grads, but it's important for employers to remember that these graduates have been armed with the tools and resources to succeed — they are simply lacking that first opportunity and the knowledge that comes from experience. As new grads venture out into the world, they'll encounter challenges and opportunities, and they’ll experience setbacks, but if you can show them the value of hard work, perseverance, and a willingness to learn, they are certain to achieve their goals and contribute in a lasting and meaningful way to your organization.
New grads have spent years studying and preparing for the workforce and are eager to put their knowledge and new skills to use. They are also open to new ideas and ways of doing things. At this point, they are learning how to navigate real-world situations that they didn’t see in the classroom or lecture hall. As a result, they are not set in their ways, making them flexible and adaptable employees. Managed correctly, this is a win-win situation. The new grad is learning how to apply their skills while the company gets to explore new ideas and take advantage of that “new to the workforce” energy.
They are often more in touch with the latest trends and technologies in their field and can bring a new level of creativity and innovation to the workplace. This can be especially valuable in industries that are constantly evolving and require a forward-thinking mindset.
They are often excited to start their careers and are willing to put in extra effort to prove themselves. This level of dedication can be contagious and can help to boost morale and productivity in the workplace.
New grads typically have lower salary expectations than more experienced professionals and may be more willing to accept entry-level positions or internships that more experienced candidates may overlook, which can broaden the pool of potential candidates for certain positions. This provides a more affordable option for organizations that are looking to expand their workforce.
New graduates come from a variety of backgrounds and have different perspectives and experiences. This can help to bring new ideas and perspectives to the workplace and create a more inclusive culture that values diversity.
The benefits of looking at new grads as part of your recruiting strategy are undeniable, but you need a plan for making it work and providing your new hires with the time and attention they need to thrive in your company.
When hiring new graduates, look beyond their academic qualifications and focus on their values, work ethic, soft skills, and personality type. Consider whether they will be a good fit for your company culture and team.Using a behavioral assessment is a great way to determine if a new grad candidate (or any candidate) has the traits that will align best with the daily functions of the job. If you are looking for a bookkeeper, you don’t want someone who tends to focus on the big picture versus the details or someone who wants to be in a fast-paced, dynamic role with opportunities to interact with people and build relationships. You want to know the person is analytical and likes to work on solitary tasks that require detail focus and tolerance for routine, systematic tasks because that is what their days, weeks, and months will look like. Hiring for personality fit is the best first step towards retention and engagement, but you still need to actively manage and develop your employees. The great news is that a personality report will give you insight into the best ways to manage each unique individual on your team.
New graduates may not have a lot of work experience, so it's important to provide clear expectations and guidelines for their roles and responsibilities. Give them specific objectives and deadlines, and provide regular feedback on their performance. Most people want to know what’s expected, so this isn’t groundbreaking advice, but someone new to the workforce may need some extra support versus a seasoned professional.
New graduates may benefit from mentorship and coaching, so assign a mentor or coach to help them navigate their new role and the workplace culture. Encourage them to ask questions, and provide opportunities for them to learn and develop new skills. A mentor could be a peer, while coaching might come from their manager.
Regular feedback is important for new graduates to understand their strengths and areas for improvement. Provide constructive feedback, and encourage them to learn from their mistakes. Using personality data for self-awareness is another way to maximize the value of behavioral science. Omnia’s development reports are written to the employee, not about them, so it is a helpful, non-threatening tool that an employee can use throughout their career.
Setting achievable goals for new graduates can help them gain confidence and feel valued in their new role. Work with them to set goals that align with their skills and interests.
New graduates are often looking for growth opportunities, so provide them with opportunities to learn and develop new skills. Encourage them to attend training sessions and conferences, and provide opportunities for them to take on new challenges. Align growth opportunities to their strengths and interests. Not everyone wants to be in management, but most people do want to grow, earn more, and take on new levels of responsibility.
By following these tips, managers can help new graduates transition into the workforce and become valuable members of the team.
Keep in mind, hiring a new graduate can provide a multitude of benefits to an organization. From their eagerness to learn and adapt to their fresh ideas and perspectives, new graduates can bring a new level of creativity, innovation, and motivation to the workplace. By investing in new graduates, employers can not only help to build a stronger workforce but also contribute to the growth and development of the next generation of professionals.
So, to all the graduates out there, congratulations on your achievements. Remember to embrace the journey ahead, stay positive, and never lose sight of your dreams. Your future is bright and full of endless possibilities, so go out there and make it happen!
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Imagine this: You’re 6 months into a new job. You went through 3 interviews, 2 days of onboarding, and bought 4 new work outfits. But despite your initial excitement, now you’re borderline miserable. This position requires you to sit behind a desk all day, and although you knew that going into the role, to your surprise, you dream about being out on location talking with customers. You’ve always enjoyed interacting with people, but you assumed that the phone contact you’d have in this role would be enough to keep you motivated. It’s not.
Also, the shine of the new job has started to fade, as its newness wears off. You don’t feel challenged by the position like you did at first, and now you are wondering if you can wait the expected 2-3 years that your manager told you is the typical timeline for advancement. “But how was I to know?” you ask yourself. Jobs are a crapshoot, and you can’t know if you’ll fit well into a role until you’ve actually been in the position for a while, right?
Wrong (thankfully!) Though a job search involves taking many factors into consideration — your experience, education, skills, interests, and location among other things — understanding your personality type can give you a solid indicator of how well you’ll mesh with a given job’s responsibilities, even before day one. Working in a position that aligns with many or most of your personality dimensions, which encompass your traits, behaviors, and motivators, can help promote engagement and productivity because you are, essentially, doing what comes naturally. In the right position, your innate characteristics can complement your job efforts to help you succeed.
On the flip side, a role that requires you to work against your intrinsic behaviors can cause frustration and discontent. For example, competitive and goal-driven traits could propel an individual to thrive in an outside sales position, but the same traits might need to be reined in for a service role that involves strong collaboration and a focus on meeting others’ needs. Sure, a “square peg” person can make themselves fit into a “round hole” job for a while given the right incentive or a significant need. For instance, a parent may take whatever job they can find to put food on the table for their children. But extreme circumstances aside, who wants to swim upstream against your natural characteristics day in and day out in a job? That’s a recipe for low morale and burnout.
If you are someone who is patient and wants to know what to expect every day when you log on to your computer, you should move on from job postings that advertise a fast-paced culture or a company where “you never know what to expect.” Instead, zero in on job ads that express a need for someone who is routine oriented and who demonstrates strong follow-through.
A person who wants clear procedures to follow and is detailed and meticulous with their work may want to veer away from positions that “let you be your own boss” and want a “big-picture thinker.” Rather, look for roles where it is important to comply closely with protocols and that require someone who is detail attentive and quality conscious.
And the benefits don’t end with a job search. Once you’ve targeted the right position for you, nailed the interviews, and accepted the offer (because why wouldn’t they hire someone who fits so perfectly with the role?), understanding your personality and behavioral characteristics can help when you are in your job too.
You may innately know how to navigate the facets of the position that align with your traits, but most jobs will also have a few aspects to them that do not conform exactly to your personality dimensions. But understanding your natural behaviors also means understanding how to self-manage them. You know that you are a fast-paced person who has a tendency to rush through projects you find tedious. Having several short-term activities to work on is much easier and more motivating for you than one long task. So when you are given a lengthy project to complete, you know that you can manage it by breaking up that project into segments rather than trying to finish the whole assignment at one time. You also know that incorporating checkpoints within the project helps you stay on track and feel an ongoing sense of progress that keeps you inspired.
Personality and behavioral assessments are a great way to learn about your intrinsic traits. Omnia’s CareerMaze is an assessment that is accurate, easy to take, and especially suited for new grads who are embarking on their career path. This report gives the participants insights into their natural behaviors as well as a list of jobs that may align well with those behaviors. It’s an informative, helpful tool for someone who is new to the job market as well as for anyone considering a career change.
Omnia is here to help during all phases of the employment life cycle — from selecting the right candidate to developing employees to succession planning. Our suite of reports and supportive, knowledgeable Customer Success Managers are second to none. Contact us today to put our expertise to work for you.
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