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What's in it for me? Find
out why you may be bet-
ter suited for a different
career.
If you've ever struggled with a job only to
realize that your coworker is doing the same
thing with complete ease and a smile on her
face, then you'll realize how your personality
can affect your work. The truth is, no two
people — not even identical twins - will share
a personality. Likewise, what one person
finds enjoyable and to be rewarding work the
next person might find tedious.
It’s also safe to say that it’s much easier to
know what you don’t like to do than what you
do like to do. Fortunately, knowledge of your
personality type can help steer you to work
you'll likely enjoy and away from work you'll
hate.
Thanks to research into the likes, dislikes andESO >)
€ G63 Aa i
do like to do. Fortunately, knowledge of your
personality type can help steer you to work
you'll likely enjoy and away from work you'll
hate.
Thanks to research into the likes, dislikes and
behavioral traits of people around the world,
we have a nuanced idea of different personal-
ity types. And while no two people are alike,
we share certain commonalities based on
preferences for how we interact with the
world, take in new information, make de-
cisions and structure our lives. To find out
which personality type you have and what
kind of work would suit you best, read on.
In these blinks, you'll also learn
¢ how the wrong job is like writing with the
wrong hand;
¢ what separates a Traditionalist from an
Idealist; and
¢ how you can benefit from having an
“encore career.”ESO >)
€ G63 Aa i
The notion of personality
types is enduring, and it
could be the reason you're
unsatisfied at work.
Do you dread having to drag yourself to work
every morning? Does getting through a typ-
ical day feel like a monumental struggle that
requires every ounce of your effort and leaves
you feeling like an empty husk of a human.
being by 5 p.m.? Then there’s a good chance
that your personality just isn’t suited to the
job you're doing.
The notion of different personality types isn’t
some newfangled gimmick. It’s a tried and
true concept that goes back to ancient Greece
and was perhaps most influentially refined, in
1921, by the esteemed psychoanalyst Carl
Jung.
Not long afterward, an industrious American
woman, Katherine Briggs, along with her
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daughter Isabel Briggs Myers, developed this
concept even further. Following years of re-
search and testing, in the 1940s they de-
veloped the Myers-Briggs Type Indicator
(MBTI®), which relies on four preference
scales and includes 16 different personality
types, which we will go into more detail in
later blinks.
But how does this history lesson relate to your
career?
To begin with, personality types highlight the
fact that everyone has their own set of prefer-
ences for interacting with the world around
her. Therefore, your most satisfying career is
going to be a job that suits your preferences
and specific personality.
Working at a job that doesn’t suit your per-
sonality type is like trying to write a sentence
with the hand you don’t naturally use for
writing. Sure, you'll eventually finish the
task, but each letter will likely be an uncom-
fortable and poorly executed struggle.
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writing. Sure, you'll eventually finish the
task, but each letter will likely be an uncom-
fortable and poorly executed struggle.
The truth is, work doesn’t have to be an un-
pleasant chore. When your job suits your
personality, you'll look forward to doing it
and even feel energized by it!
Let’s look at two people, Arthur and Julie, who
were working as placement counselors at a job
recruitment firm, a competitive job that re-
quired making dozens of calls a day and get-
ting rejected by most of their targets. Arthur
was a talkative, high-energy, thick-skinned
person, while Julie was slow-paced, disliked
conflict and preferred to focus on the minute
details.
Since Arthur liked jumping from one conver-
sation to the next and didn’t take rejection
personally, he thrived at this job, while it
wasn't long before Julie quit. This just goes to
show how critical your personality type is for
professional success and fulfilment.ERCP ae >)
€ G63 Aa i
To find your personality
type, start by determining
how you interact with the
world and take in
information.
So, how do you find out which of the 16 per-
sonality types is closest to you? As mentioned
in the previous blink, the MBTI® involves four
preference scales, essentially asking you to put
yourself on a spectrum between two choices.
The first scale involves your preference for
how you interact with the world and asks you
to place yourself on the spectrum between
Extraversion (E) and Introversion (I). Extraver-
sion can be described as looking at the world
and asking yourself, “How do I affect this?”
While Introversion asks the question, “How
does this affect me?”
A common trait for those who lean toward
es
Witsoe hee etESO >)
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A common trait for those who lean toward
Extraversion is thinking by talking. For
example, extravert students will often raise
their hand in class before their answer is fully
formed in their mind. If called upon by the
teacher, they'll think aloud and talk their way
to a conclusive answer. Introverts, on the other
hand, tend to mull their answer over in their
head until they reach a firm conclusion. In-
troverts also tend to be energized by getting
to spend some time alone, while extraverts
are energized by being with other people.
In all of these scales, it should be understood
that no one lacks both characteristics entirely,
though everyone will lean more in one direc-
tion than the other, however significantly or
minutely. If you’re unsure which side of the
scale you fall on, ask yourself: if I had to
spend the rest of my life one way or the other,
which would I prefer?
The next preference scale is between Sensing
(S) and Intuition (N), and this is about how you
take in new information.€ és Aa
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A sensor would be anyone who relies on the
five senses of touch, taste, smell, feeling, sight
and hearing, and concerns themselves with
what can be measured and what is happening
in the here and now. While sensors trust per-
sonal experience and are good at noticing and
remembering, intuitives trust hunches and are
good at gaining insight and recognizing the
future implications of a present situation.
So, while sensors see a situation and are con-
cerned with “what is,” an intuitive will focus
on “what could be.” Intuitives place a
premium on imagination, and instead of con-
centrating on the face value of something,
they'll think about how to interpret that in-
formation to uncover its underlying meaning.
One quick difference between sensors and in-
tuitives is how they put something together.
Sensors will look at the pile of parts for their
new grill and be drawn toward the
instructions, while an intuitive will often
start putting it together, well, intuitively.ESOP 2)
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The last two pieces of
your personality type con-
cern decision making and
whether you're structured
or spontaneous.
At this point, you have a good idea of whether
you're an extravert or introvert, and more of a
sensor or an intuitive. Now, let’s put together
the last two aspects of your personality type.
The next preference scale is between two
styles of decision making: Thinking (T) and
Feeling (F).
Thinkers are drawn to logic, objectivity and
analytical conclusions that don’t factor in per-
sonal emotions. Feelers will factor in their per-
sonal values and do what they believe is right.
So, while a thinker may be criticized for being
too impersonal in their choices, an empathetic
and compassionate feeler could be deemed
tn eT€ Gb Aa }
over-emotional.
When considering on which side you fall,
keep in mind that society tends to have a
gender bias in conditioning men and women
into being thinkers and feelers respectively.
So, when deciding which one you truly are,
don't think about what people may expect you
to be.
A good example is the story of a freshman
college student who was caught smoking
marijuana in his dorm room. The school rules
said that anyone caught smoking would re-
ceive a one-semester suspension. However,
the freshman did have an outstanding aca-
demic record with no prior incidents, and he’d
been given a dorm room with two older stu-
dents who did have a history of
troublemaking. Also, the freshman seemed
genuinely apologetic and deeply worried
about how his parents would react to a
suspension.
The school’s dean was a thinker and believed
that rules were rules, so a suspension was inESET 3)
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The school’s dean was a thinker and believed
that rules were rules, so a suspension was in
order. But the assistant in charge of deciding
the punishment was a feeler and believed pro-
bation was sufficient. In fact, he believed the
school had made a mistake by placing the
freshman with two troublemakers and felt
the suspension could adversely harm an aca-
demic career that was just getting started.
So, if you feel like the dean was right in sug-
gesting the by-the-book punishment, you're
probably a thinker. But if you agree with tak-
ing all external factors into consideration too,
you're more likely a feeler.
Now, the final preference scale is between
Judging (J) and Perceiving (P), and this reflects
how you'd like your life to be structured:
strictly or in a loose and spontaneous way.
If you like consistent order and hate when
things are left unresolved, then you're prob-
ably a judger. But if you like flexibility and
prefer to leave your options open for as long as
possible, then you'll fall into the perceivingESOP 2)
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OEY OE RCE EEE CCE RO EES HEHE ORES
gesting the by-the-book punishment, you're
probably a thinker. But if you agree with tak-
ing all external factors into consideration too,
you're more likely a feeler.
Now, the final preference scale is between
Judging (J) and Perceiving (P), and this reflects
how you'd like your life to be structured:
strictly or in a loose and spontaneous way.
If you like consistent order and hate when
things are left unresolved, then you're prob-
ably a judger. But if you like flexibility and
prefer to leave your options open for as long as
possible, then you'll fall into the perceiving
camp.
Think of it this way: Would you rather your
business released a newsletter every month,
regardless of the circumstances, or would you
rather have the flexibility to delay the news-
letter whenever you're unsatisfied with the
content? A judger would prefer the unambigu-
ous schedule, and a perceiver would rather
stay flexible.SRO 2)
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Piecing together your per-
sonality type can bring
helpful insights, but re-
member that no type is in-
herently superior.
Now it’s time to bring all your choices to-
gether to find out your personality type. Next
to each choice was a letter, so your type
should look something like this: INFP for
introvert-intuition-feeling-perceiving or EST)
for extravert-sensor-thinking-judging.
Altogether, there are 16 possible types that
can help you become more aware of your po-
tential strengths and pitfalls when it comes to
finding a satisfying career.
For example, ENFJ, or an extraverted-
intuitive-feeling-judging person, is usually
what you'd call a people-person, as one of
their biggest concerns is the well-being of oth-
ers and forming strong relationships. ThisCad
€ és Aa
makes them well-suited to being leaders, as
they also tend to be charismatic and good at
negotiating. However, they can also become
too involved in drama and get immersed in
problems that aren't worth their time and
effort.
An ISFP, or an introverted-sensing-feeling-
perceiving person, tends to be a patient,
caring, gentle and flexible person with little
need for power or control. This makes them
effective and loyal team players, but it also
means they’re susceptible to taking conflict
and disputes badly as their indirect way of ex-
pressing themselves can often be
misunderstood.
An INT], or an introverted-intuitive-
thinking-judging person, can be an ingenious
perfectionist with a desire for autonomy and
full confidence in his plans and ideas, which
can be visionary and insightful. As such, the
INTJ tend to be unbothered by criticism and
capable of superb focus, energy and
determination. However, they can also set ex-
pectations too high and be so confident thatESRC 2)
€ és Aa
they miss flaws in their ideas and neglect to
get a second opinion.
As you can see, each personality type comes
with strengths as well as weaknesses. But
unfortunately, some cultures tend to promote
the outgoing characteristics of the extravert
as being somehow better than the inward fo-
cus of the introvert. So people assume that ex-
traverts have a greater chance of success, but
this is nonsense.
The truth is, no one type is going to have an
advantage over someone else in life. For
example, an ESTP, or extraverted-sensing-
thinking-perceiving person, is usually action-
oriented and great at negotiating and
problem-solving, but they can also be too fo-
cused on the here and now and fail to properly
plan ahead.
An ENTP, on the other hand, tends to excel at
planning ahead and thinking strategically,
but they can also be too flexible and resistant
to commitments. On top of that, they can be
so fast-acting that they'll fail to take in the
gg ogESR >)
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Le UU gULg CELLU Ur Ue Cave
as being somehow better than the inward fo-
cus of the introvert. So people assume that ex-
traverts have a greater chance of success, but
this is nonsense.
The truth is, no one type is going to have an
advantage over someone else in life. For
example, an ESTP, or extraverted-sensing-
thinking-perceiving person, is usually action-
oriented and great at negotiating and
problem-solving, but they can also be too fo-
cused on the here and now and fail to properly
plan ahead.
An ENTP, on the other hand, tends to excel at
planning ahead and thinking strategically,
but they can also be too flexible and resistant
to commitments. On top of that, they can be
so fast-acting that they'll fail to take in the
advice of those around them or fully consider
the feelings of others.
So don’t succumb to the mistaken belief that
one type will give you an advantage over
another.ESR 2)
€ G63 Aa i
Personality types fall into
four basic temperaments,
the first two being tradi-
tionalists and
experiencers.
Of course, no two people are exactly alike, but
in a general sense, those with the same per-
sonality type, or even just two or three of the
same preferences, can have a lot in common -
especially when it comes to work. So, while
there are 16 personality types, those who
share specific preferences will fall into one of
four Temperaments.
The first Temperament encompasses tradition-
alists, who are people with S and J in their
personality type. In other words, they are
sensing judgers. Some will be extraverts and
some introverts, so there will be significant
differences among them, but you can think of
Temperaments like instrument sections in an
eeESO 2)
€ és Aa
orchestra - you'll find a lot of differences
among the instruments in the string section,
but there is a fundamental commonality to
them as well.
A good motto for the traditionalists is, “Early
to bed, early to rise,” because they feed off
order, stability and conformity. Traditional-
ists are reliably consistent and will follow
through on whatever task they’re given. But
they have an inability to change or adapt to a
new way of doing things, as well as a tendency
to avoid long-term thinking.
Given their fondness for order, it’s no surprise
that around 50 percent of police officers are
traditionalists. In general, this Temperament
is well suited to working in strong organiza-
tional structures with clear operating
procedures, expectations and chains of
command. The less confusion, the better.
Next up are the experiencers or sensing perceiv-
ers, as they're made up of types that share S
and P. The motto for this Temperament could
be, “Eat, drink and be merry,” as they're an
‘le a. >ESO 2)
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Vr EPEC OPO OTIC ET OWE VETO EY PUreery
ers, as they're made up of types that share S
and P. The motto for this Temperament could
be, “Eat, drink and be merry,” as they’re an
adventurous, outgoing and impulsive lot.
Experiencers are out to make a difference in
the world, and their strengths include
courage, resourcefulness, improvisation and a
willingness to change, adapt and take
chances. They also tend to be good with tools
and instruments.
As for pitfalls, experiencers can be so impuls-
ive that they cross over into irresponsible or
childish behavior. They can also be less than
brilliant at recognizing patterns and making
connections.
It’s no coincidence that experiencers also
show up a lot in law enforcement, but for
them, it’s the thrilling unpredictability that
makes them want to become police officers,
firefighters or other emergency responders.
They excel at these jobs and others that offer
variety, autonomy and unpredictability.ESO 2)
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The other two tempera-
ments are idealists and
conceptualizers. Various
temperaments can make a
well-balanced team.
Next on the list of Temperaments are the
idealists, otherwise known as the intuitive feel-
ers since they share N and F in their personal-
ity types.
The motto for this group is, “To thine own self
be true,” since idealists are all about personal
growth, gaining knowledge and finding satis-
faction in authenticity and integrity. Idealists
are drawn to meaningful work that explores
new possibilities and often deals with the
philosophical or spiritual aspects of life.
The strengths of idealists include being re-
ceptive to and accepting of all kinds of people,
an ability to bring out the best in others and a
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On the downside, they can be moody, over-
emotional, poor at handling criticism and be-
ing disciplinarians, and of course, too ideal-
istic and insufficiently practical.
If you're an idealist looking for a job, it’s best
to stay away from competitive environments
and instead find ones that are democratic and
harmonious. Idealists tend to find fulfillment
in artistic jobs and endeavors that help people,
such as teaching, consulting, counseling, hu-
man resources and community outreach.
Last but not least is the Temperament of con-
ceptualizers or intuitive thinkers who share the
Nand T preferences. The motto here is “Be ex-
cellent in all things,” as conceptualizers are
into seeing great possibilities everywhere and
being the agents of change to bring about
those improvements.
The strengths of conceptualizers include plan-
ning and designing innovative solutions, be-
ing confident and clever and recognizing
complex patterns and trends. Among the pit-
falls to look out for are arrogance, disregard
wn a Na a hs es reES 2)
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falls to look out for are arrogance, disregard
for authority, being too complex for others to
understand and a lack of interest in small de-
tails as well as the feelings of others.
The ideal job for a conceptualizer will be chal-
lenging and intellectually engaging with a
good amount of autonomy. They tend to
thrive in positions of upper management and
in fields like science, technology, medicine,
law, or at a university where they're surroun-
ded by capable colleagues.
It’s helpful to recognize that despite the dif-
ferences between the four Temperaments,
they often come together to strike a harmoni-
ous balance.
Think of what it takes to keep a big organiza-
tion like a hospital running. The finance de-
partment needs a highly organized person
like a traditionalist. The marketing and plan-
ning department needs a future-minded per-
son like a conceptualizer. Human resources
needs an idealist to promote personal
development. And the director of operations€ és Aa
UOLLO COWELL AO UNE CCIE UL Ute LOF
The ideal job for a conceptualizer will be chal-
lenging and intellectually engaging with a
good amount of autonomy. They tend to
thrive in positions of upper management and
in fields like science, technology, medicine,
law, or at a university where they're surroun-
ded by capable colleagues.
It’s helpful to recognize that despite the dif-
ferences between the four Temperaments,
they often come together to strike a harmoni-
ous balance.
Think of what it takes to keep a big organiza-
tion like a hospital running. The finance de-
partment needs a highly organized person
like a traditionalist. The marketing and plan-
ning department needs a future-minded per-
son like a conceptualizer. Human resources
needs an idealist to promote personal
development. And the director of operations
will likely be an experiencer, someone who's
focused on the here and now and is always
ready to put out the next fire.ESR 2)
€ G63 Aa i
Knowing your Dominant
Function can help you find
satisfying work.
Knowing your personality type is great, but
it’s just the start! With every personality type,
you'll find a Dominant Function, or the
strongest aspect of your personality, and an
Auxiliary Function, as well as a third and
fourth function that are less influential in
your day-to-day life.
It pays to be aware of your Dominant Func-
tion because when you're using this function
at work, you'll find it easy and pleasurable. In
other words, it’s like being aware of your nat-
ural talent.
If your personality type is ISTJ, ISFJ, ESTP or
ESEP, you're a dominant sensor, which means
you probably prefer cold, hard facts - the more
specific, the better. You're also likely to have a
memory that is the envy of your friends. Dom-
ant concore often chine mzthon thar’ra in +ESR 2)
€ és Aa
inant sensors often shine when they're in a
position to collect, analyze and put those facts
to work. Maybe a research post would be your
dream job?
If your type is INFJ, INTJ, ENFP or ENTP,
you're a dominant intuitive, so rather than
facts, you focus on implications - all the
meaning and subtext that is going on behind
the facade that other people can’t see past.
You're also likely to have a strong creative
streak and will be in your element if you can
exercise your imagination or originality.
Have you thought about a job in advertising?
If you're an ISFP, INFP, ESF) or ENEFJ, this
means you're a dominant feeler, which sug-
gests you'd do well in a job that reflects your
personal values. The common characteristics
here are compassion, loyalty and empathy, so
satisfaction tends to come from work that is
personal and focuses on the human experi-
ence - it could be artistic, or it could be as an
advocate for customers or people in need.
And finally, ISTP, INTP, EST) and ENTJ are allESR 2)
€ és Aa
facts, you focus on implications - all the
meaning and subtext that is going on behind
the facade that other people can't see past.
You're also likely to have a strong creative
streak and will be in your element if you can
exercise your imagination or originality.
Have you thought about a job in advertising?
If you're an ISFP, INFP, ESFJ or ENFJ, this
means you're a dominant feeler, which sug-
gests you'd do well in a job that reflects your
personal values. The common characteristics
here are compassion, loyalty and empathy, so
satisfaction tends to come from work that is
personal and focuses on the human experi-
ence - it could be artistic, or it could be as an
advocate for customers or people in need.
And finally, ISTP, INTP, ESTJ and ENT) are all
dominant thinkers, which means you're prob-
ably great at cutting through the touchy-feely
stuff to make strictly logical decisions. You'll
be rewarded in any situation that requires
someone to make tough choices, which is why
dominant thinkers make great lawyers.ESOP 2)
€ G63 Aa i
A good career path should
anticipate changes in your
interests as you age.
Unfortunately, there’s more than one way to
end up with an unsatisfying career. Due to
expectations placed on you from an early age,
you may have been pushed in a direction in
which you had no interest. But many people
end up going down the wrong path because
most traditional educations put us in the posi-
tion of choosing a career when we're barely
out of our teens.
Our skills and abilities are always developing
and changing, and to form a well-rounded
personality and stay satisfied, we should plan
on a career that changes along with us.
Let’s look at how that development happens,
starting from the beginning.
For the first six years of your life, your person-
ality type starts to develop, and between agesEKO 3)
€ és Aa
six and 12 your Dominant Function comes
into focus. If you're a dominant feeler, you'll
start to show a strong sense of empathy, or if
you're a dominant thinker, an early sign
might be to logically talk yourself out of a
punishment.
From age 12 to 25, your Auxiliary Function, or
secondary skill, will become clearer. If you’re
an ISTJ or ESTP, this means you'd be a dom-
inant sensor and an auxiliary thinker, so
you'd start to notice that you're not only great
at gathering and analyzing info, but you're
also pretty good at making decisions. During
this time, your third and fourth functions will
emerge as well, though they may not be as
readily apparent yet.
Between ages 25 to 50, your third function, or
third strongest skill or interest, will truly
develop. This often takes place after your for-
tieth birthday and can coincide with the
standard midlife crisis - when you feel a
strong desire to change careers. After all, if
you've spent 20 years focusing on the same
skill or interest, it’s natural to feel the desireESOP 2)
€ és Aa
standard midlife crisis - when you feel a
strong desire to change careers. After all, if
you've spent 20 years focusing on the same
skill or interest, it’s natural to feel the desire
to shift priorities. You want to devote some
time to that other interest, whether it’s your
auxiliary, third or even fourth function,
which often develops after age fifty.
For example, Marty was an ISFP, which made
him a dominant feeler and an auxiliary
sensor, with a third function of intuition and a
fourth function of thinking. Sensors tend to
take things at face value, but after his thirty-
eighth birthday, Marty’s third function star-
ted to become more appealing, and he began
to question the underlying meaning of things
more often.
At whatever age this shift in interests
happens, it doesn’t always lead to a career
change - it can often lead to forming a new
hobby - but it’s wise to be aware of these
changes and understand why they’re
happening.€ G63 Aa i
Match your personality to
your ideal career by taking
everything into account
when conducting a job
search.
The perfect career path is one that brings to-
gether two things: what you're good at and
what you're interested in. And the only way to
combine your strengths with your values and
interests is to have the kind of self-awareness
that comes with knowing your personality
type and everything that goes with it.
Of course, there’s little chance someone'’s just
going to suddenly email you to offer a dream
job. Instead, you'll need to do what can feel
like a job in itself: a job hunt. Here, an effect-
ive search brings together everything you can
gain from knowing your personality type.
The first step is, of course, to know your spe-
tm ey 1: LetEKO 3)
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cific four-letter personality type, which
comes with your potential strengths and
weaknesses, as well as your four main func-
tions and a list of jobs with the potential to be
a perfect fit.
The next step is to take this information and
consider what’s most important to you. If
you're an ENFP, that’s extroverted, intuitive,
feeling and perceiving, you'll likely want
challenging, varied work that allows you to
meet new people, learn new skills and get re-
warded for your imagination.
Now, when you can bring that together with
your interests, you might look to the recom-
mended creative jobs and see that journalist,
art director and costume designer are just a
few of the suggestions. Or maybe your in-
terests guide you more toward marketing jobs
like public relations specialist or market re-
search analyst. If education or counseling is
more your thing, you'll find suggestions like
rehabilitation counselor, special education
teacher, social worker or anthropologist.ESR 3)
€ és Aa
PRHAUITUCULUTE CUUTIOUIULy OP CULE CUUCALLULE
teacher, social worker or anthropologist.
It’s your job to rank the ones that sound best
to you and keep a strong focus on your top
five. You might ask yourself: If money wasn’t
an issue, which jobs would I be happy to do for
free?
When you have your list, the next step is to
write down all the ways in which your skills
and strengths would be put to use in these
jobs. This way, you'll be prepared to explain
why you're a good candidate. You can also list
past examples of effectively utilizing those
strengths and skills, along with instances
where pitfalls came into play, to show your
potential employer that you're also know-
ledgeable of your weaker points.
Next, do some research on your potential job.
Find someone who currently does it and see if
he can tell you what the job is really like.
Sometimes you'll find that what you thought
was your dream job may not be so appealing
after all.€ és Aa
“The goal is to find the right
match - the career that will let
you do what you do best and en-
joy most, one that corresponds
with your personal interests...”€ G63 Aa i
It's never too late to shift
careers and start experien-
cing truly fulfilling and sat-
isfying work.
As health care costs and life expectancy rates
rise, older people are increasingly hanging on
to their careers for longer periods of time. In
fact, 40 percent of Americans are planning to
“work until they drop.”
Whether you want to keep working past re-
tirement age or are just looking for a fresh
start, it’s never too late to find new work that
better suits your personality.
When you start a new career late in life, you
can call it an encore career, and many Baby
Boomers born between 1946 and 1964 are ex-
pected to have one. If this sounds like you,
gaining an awareness of your personality
type and Dominant Function are sure to help
make your encore career your best one yet!ESR 3)
€ és Aa
make your encore career your best one yet!
No matter your age, a change in career can
bring a breath of fresh air to your life when
you start doing what you're meant to be
doing.
For example, Jay was a Traditionalist who
studied government in college and then spent
time as a journalist and PR consultant early
on in his career. He got his MBA while work-
ing as a financial analyst but then ended up
joining the family business, which involved
the manufacturing of industrial sewing ma-
chine parts. Jay became the company presid-
ent but wasn’t too happy about it.
While working for the family business, Jay
started coaching sports on the side, and he
enjoyed it so much that, at 46, he decided to
start a teaching career. Jay now teaches social
studies and history to high-school students,
and though the change came with some
challenges, he wishes he’d done it sooner.
Being an ISTJ means Jay is a dominant sensor,
var Jax ha lil hina biESP 2)
€ és Aa
a OP AP CP EOE POPUP CT SPCR
chine parts. Jay became the company presid-
ent but wasn’t too happy about it.
While working for the family business, Jay
started coaching sports on the side, and he
enjoyed it so much that, at 46, he decided to
start a teaching career. Jay now teaches social
studies and history to high-school students,
and though the change came with some
challenges, he wishes he'd done it sooner.
Being an ISTJ means Jay is a dominant sensor,
so it’s no wonder he likes teaching history
since it’s filled with facts and details that he
can share with his students. Traditionalists
like Jay also want to believe in the mission of
what they’re doing and see clear results of
their effort. So after years adrift in the busi-
ness world, Jay is now in his element, where
he can see the benefit of his efforts in his stu-
dents every day.
So whether you’re headed to college or facing
retirement age, you can gain from knowing
more about your personality.€ &b Aa i
Final summary
The key message in these blinks:
Knowing the secrets of your personality
type can greatly improve your working
life. When you understand your person-
ality type, you'll become better acquain-
ted with your strengths and weaknesses.
This will allow you to make sure you’re
using your primary or Dominant Func-
tion at work. When you're doing this,
your job will become easier and more
enjoyable.
Actionable advice:
Get to know your educational and train-
ing options.
The internet brings access to job training and
continued education right to your fingertips.
All done? Mark as finishedESOP 2)
€ és Aa
Discovering the secrets of your personality
type can also reveal that you need some train-
ing to better qualify for one of your ideal jobs.
So check out the websites of the schools and
training programs around you to see what
they offer. Furthermore, many online schools
now offer accredited programs in a wide vari-
ety of subjects.
Got feedback?
We'd sure love to hear what you think about
our content! Just drop an email to
remember@blinkist.com with the title of this
book as the subject line and share your
thoughts!
What to read next: The Personality Brokers,
by Merve Emre
A lot of research has gone into the study of
personality types, and perhaps none was
more groundbreaking than the work of Kath-
nein Deteen 2nd Tenhal Deteee Mines Dee Ald
All done? Mark as finished€ és Aa
DOOK as the subject line ana snare your
thoughts!
What to read next: The Personality Brokers,
by Merve Emre
A lot of research has gone into the study of
personality types, and perhaps none was
more groundbreaking than the work of Kath-
erine Briggs and Isabel Briggs Myers. But did
you know that the story of these two research-
ers is pretty fascinating in itself?
Much of today’s scientific insight into person-
alities was made possible by the development
of the Myers-Briggs Type Indicator. So now is
the perfect time to dive into the blinks to The
Personality Brokers and find out how one pion-
eering woman and her daughter started it all.
Liked this title? You can...
om
All done? Mark as finished