How To Like What You Do

Susan’s complaining about her job. Oh, no, she likes her work — she’s just not crazy about the people she’s working with. She’s in a high-pressure, high-performance field where you “eat what you kill” — in other words, she’s paid a percentage of the contracts she closes.

The more we talk, it’s apparent that Susan’s frustrated because no one in the office is interested in working on projects with anyone else. No one refers Susan clients. No one comes to the parties she throws. People poach each other’s support staff. She’s never worked in a place like this and she’s thinking about leaving.

I recommended Susan take the Myers-Briggs assessment. “But that’s just for teams!” she blurted. “What can it do for an individual?” [note blatant set up here, which neatly introduces the subject I really want to write about!]

Back in the early 1920s, Katharine Cook Briggs discovered the work of pioneering psychologist Carl Jung. Katharine had been doing her own independent research on personality — hoping to devise a tool to identify personality differences so that people could understand themselves and others — and in Jung’s theories found a workable personality type framework.

Katharine, the daughter of a college professor, had been home-schooled, so she home-schooled her own daughter, Isabel, in the same manner. In time, Isabel Briggs Myers — armed with just a bachelor’s degree, her mother’s insights and her own determined curiosity — developed the Myers-Briggs Type Indicator (MBTI).

I love the idea that a mother and her daughter, working together, developed such a useful and insightful tool. They encountered resistance from the academic community who scoffed at their indicator — they had no training, no credentials! Who did these women think they were?!

Katharine and Isabel, mother and daughter, weathered that storm. Eighty-some years after Katharine began her research, the Myers-Briggs Type Indicator is the the most widely used personality assessment in the world.

You may have taken the MBTI at some point — and found your personality type represented by four letters, E or I, S or N, T or F, P or J. Sound at all familiar? There are sixteen possible combinations. You have a preference for either Extroversion or Introversion. You either Sense or Intuit. You Think or you Feel. You Perceive or you Judge.

“But,” you say with a tiny whimper, “I am both Extroverted and Introverted. It depends on the situation.” You are absolutely right. Jung theorized that, at our best, we know when it’s appropriate to be Introverted and Extroverted, to Sense or to Intuit, and so on. The MBTI gets to what our innate preference is, regardless of which we may use in a particular situation.

Let’s try an example of preference. Cross your arms across your chest. Note which arm is on top. Now, switch your arms so that the top arm is on the bottom. How’s that feel? Awkward? Bet so. You have a marked preference for how you cross your arms, just as you have marked preferences for the way you see the world.

Neat, huh?

People with particular preferences tend to cluster in the same kind of field. Studies have shown, for instance, that people who choose the military have similar personality types — hierarchical, traditional, practical — and that makes sense, doesn’t it? Similarly, people in the nursing field tend to have similar personality characteristics — concerned with people, empathetic, open to solutions. Each type brings its own strengths and shortcomings, which naturally lend themselves to success or difficulty in particular fields.

After she took the Myers-Briggs assessment, I pointed out to Susan that one of the main problems might be that her type (ESFJ) has a strong preference for belonging. It’s important that she feel part of a team, that she work in a hierarchy with known roles and an objective system for promotion. That means she might not fit in with an organization that values and rewards autonomous lone wolves. To be happier in her career, she can 1) bring more belongingness into her current workplace, or 2) find a workplace that fosters belonging.

Her eyes opened with understanding, and her path forward became a little clearer. And that’s what Myers-Briggs is all about. Understanding yourself, and understanding those around you, so that you can be more effective and clear. Sure, MBTI is great for teams — and [shameless self-plug warning] I’m happy to come into your workplace to deliver a knockout program that will help your team become more efficient, communicate better, solve interpersonal problems and retain employees — but simply knowing and understanding your own personality type, and how it shapes your joys and your struggles, can be an eye-opening experience.

In The Rearview Mirror

It’s been a year since I began writing this weekly blog. A year! And what a year it’s been.

Looking back, I certainly have referred to pop music — in A Peaceful Easy Feeling, Risky Business and, of course, Funk Sway.

I’ve written about tragedy in We Are Virginia Tech, When Times Are Tough and Changing Through Crisis.

I’ve spent time talking about workplace issues with The Best Job Interview Question Ever, Getting Back To Work and Extreme Jobs.

I’ve written about books, like the best-seller called The Secret, in How To Get What You Want, and other great books in Forgiveness and The Power of Discipline.

One of the most popular columns I’ve produced is Fight or Flight? Or Mend and Tend. Believe it or not, this piece is read nearly every day by someone in the world.

Because I have readers in Singapore and Moldova. Ireland and Italy. South Africa and India. The breadth of geography is astounding. But most of you readers are living somewhere between Alaska and Florida, and I thank you kindly for your time.

Do I have a favorite column? Not really — they’re all my little brainchildren and, like a doting mother, I can’t pick one I like best. When I re-read my columns, I remember what was going on at the time, how I felt, how a client felt, what the day was like. So, for me, each column is its own time capsule.

Folks ask me, “Where do you get the ideas you write about?” Sometimes it’s a theme which emerges from several coaching clients in one week, or it’s something I’m working on getting in my own life. Many of you pass on ideas, and you’ve saved my bacon more than once — so keep your suggestions coming!

What have I not written on in the last year that needs attention? Well, let’s see… Katharine Briggs and her daughter Isabel Myers, and what they accomplished. How teenagers provide excellent role models. Spam. The link between self-knowledge and beauty. What to do when your boss is a jerk. How to be heard. And, in the words of the pop poet, Kenny Rogers, when to hold ‘em and when to fold ‘em.

So, another year beckons. Stick with me, will you?

Walking The Walk

Those of you who have worked with me know that sometimes I pull something and use it in a way it may not have been intended. I may use a marketing tool to assess your life. Or take a parenting technique and apply it to your business. The Five Love Languages by Dr. Gary Chapman is one of those multi-purpose tools I find myself using time and time again.

The book is designed for couples — to bring them closer together. But I have found the information especially useful in a workplace setting. Let me ’splain, Lucy.

Dr. Chapman, a marriage counselor with over 30 years of experience, suggests that there are five primary ways people experience feeling loved. They are:

Physical Touch

Quality Time

Acts of Service

Gifts

Words of Affirmation

So let’s look at each Love Language. Physical Touch people feel loved when they are in physical contact with others — hugs, pats on the back, sex. In a workplace setting, Physical Touch people must be very, very careful… but if you supervise someone who is “touchy-feely”, you may find a literal pat on the back may do wonders for his performance.

Quality Time folks like spending one-on-one time with another person. They will make time for you, and like when you make time for them. If someone continually finds excuses to linger in your office, they might be a Quality Time person, trying to satisfy that need.

People motivated by Acts of Service will do things for you. At home, these are people who fold and put away your laundry. Or do your dishes. Or get your car inspected, or your tires rotated. In the office, these folks might offer to get you lunch while they get their own. Or bring you a package from the front desk they just happened to spot.

Although we’d like to think that Gifts are restricted to small blue boxes from Tiffany’s, Gifts can be as small as a cookie from a favorite restaurant, or a souvenir from a trip. Gifts people like knowing you were thinking of them when you were apart. Finally, people motivated by Words of Affirmation need to be told that they are valued and appreciated.

Dr. Chapman says that often we speak to others using our own Love Language — which may or may not be relevant to the other person. This is how relationships get in trouble — I tell you you’re wonderful because I’m a Words of Affirmation person, and it means absolutely nothing to you because you’re an Acts of Service person. “Sweet words are nice, but what have you done for me lately?” might be the response.

Many troubled marriages, suggests Chapman, could be saved if only the partners would speak each other’s Love Language. When you consider how many women report that their husbands never “do anything around the house” — they’re expressing their Acts of Service orientation — and how many men complain that they don’t get enough sex — they’re expressing their Physical Touch leanings — the concept of speaking Love Languages to each other becomes very clear.

Wouldn’t it be fascinating to consider that the difficult boss you struggle with could be transformed – - if you just started speaking to him in his Love Language? Do a few Acts of Service, and diffuse the tension. Give him some Words of Affirmation and get him off your back…

Dr. Chapman’s main point is that if you speak the other person’s Love Language rather than your own, you will fill up their “Love Tank” — increasing their attachment and regard for you — and create a happier, healthier relationship.

I have to tell you that this really works. It works with partners, children, parents, siblings, friends and co-workers. It even works with ex-spouses! Many people have a primary language as well as a secondary one — make it your business to know the Love Language of those important to you, as well as your own, and you will greatly increase your life satisfaction. Promise.

Risky Business

Back in the summer of 1972, “Stuck In The Middle With You” was a hit for a band called Stealers Wheel — the song was written by bandmates Gerry Rafferty and Joe Egan. Know the lyrics?

“Well I don’t know why I came here tonight
I got the feeling that something ain’t right
I’m so scared in case I’ll fall off my chair
And I’m wondering how I’ll get down the stairs
Clowns to the left of me, jokers to the right, here I am
Stuck in the middle with you

“Yes I’m stuck in the middle with you
And I’m wondering what it is I should do
It’s so hard to keep this smile from my face
Losing control yeah, I’m all over the place
Clowns to the left of me, jokers to the right, here I am
Stuck in the middle with you.”

It’s no fun being stuck between clowns and jokers. Feels like whatever way you go, you’ll lose. Nothing will ever change. Net effect? You stay on your chair, trying desperately not to fall off.

When you’re stuck — stuck like Krazy Glue, or in a rut that’s so deep you can’t see a way out — you could take a stab at writing a hit song… or, you could just try something else.

That’s my advice. That’s all. Just try something else. Something risky.

Risk, I’ve found, is the best way to overcome being stuck. Taking a small risk every day moves you, perhaps ever so slightly away from your fear and toward happiness. Taking a small risk every day inches your comfort zone out just a tad. Before you know it, you’re no longer stuck — you’re out and moving, and have left the clowns and jokers behind.

I often suggest people go up to that which troubles them the most and shake that fear’s hand. Often, the fear’s not so big, bad and scary when you look it in the eye. Let’s say your biggest stuck area is at work. You feel you can’t say what needs to be said, that you are not respected and are taken for granted. Sound familiar?

So you need to get heard and have your voice respected. Big goal. Let’s break it down into smaller bits…OK, for you, a teeny tiny risk might be to make a point at a meeting. Just one. You don’t have to execute a coup d’etat, or monopolize, or bust heads. Just take a teeny tiny risk by speaking up instead of sitting and seething, and begin to claim your power.

Granted, ideas about what a risk is may differ widely. Volunteering to honcho a project at work may seem a huge risk to the introvert. A woman who does so much for others could find her risk in buying herself something nice. A man who worries that the life has gone out of his marriage may take a risk when he tells his wife he loves and admires her and wants the marriage to work. The widow make make her risk when she picks up the phone and connects with a friend.

How do you know if it’s a risk? If it feels like a risk, it probably is. For me, risk feels like a little frisson of anxiety that bubbles in my belly, mixed with a tiny closure of the throat. But that’s just me…

When I feel that feeling I know I’m facing a challenge — and I try to push myself to address it. At least part of it. Remember, risk is about enlarging your comfort zone so you can grow and become fuller and more happy. Risk is not about hurting yourself or others. Taking a little risk every day is a discipline that pays off when you look at your life and realize, hey, there’s nothing holding me back. I’m not afraid! I’m not stuck in the middle! The only folks still stuck there are the jokers and the clowns.

The Best Job Interview Question Ever

So, you’ve made it through the first round of interviews for that new position. Now it’s the second — or third — round. “Tell me a little about yourself” has been asked. Maybe you’ve even been asked, “If you were a tree, what kind of tree would you be?” You know, all the important stuff.

Remember that job interviews are not only your opportunity to “sell” yourself, but are your chance to evaluate whether the job is actually something you’ll like and be good at. To figure that out, you have to do more than give the right answer to questions — you also have to ask the right questions.

To that end, I’ve come up with The Best Job Interview Question Ever. And it has nothing whatsoever to do with trees.

Ready? Here it is:

“What’s the first task you’d like me to accomplish in this job?”

Whether you’re interviewing for a CEO position or a job on the loading dock, the beauty of this question is multi-fold.

If everyone you interview with responds with “We need you to streamline our HR processes and make sure we’re in compliance with OSHA guidelines”, you can be certain that the organization is clear on what the job is about.

But, if the guy in accounting says, “You need to clear up the spreadsheets”, and the woman in marketing says, “You have to make new collateral materials”, and the CEO says, “We’re looking for someone to clean house”, and the gal in sales says, “I have no idea what you’re here for,” you’ve got a problem. The organization may be disorganized, lack leadership or not function well as a team. Here’s what you do in this situation: exit, quickly, stage left.

When you ask The Best Question, you might find that the expectations expressed are completely unrealistic. “I want you to drive up share prices by 50%, reduce the workforce by 30%, acquire companies more profitable than we are, and find the Holy Grail.” Again, this is your tip-off that the job may not be right for you. Or for anyone.

Having a clear sense of organizational priorities allows you to snag what writer Michael Watkins calls an “early win.” His book The First 90 Days has great advice on making the most of a new job — in short, when you meet or exceed expectations early, you are guaranteed success.

The interview process is fraught with anxiety and stress — but discovering how your colleagues and bosses will judge you as a winner before you take the job is a surefire way to insure you have less stress and more success.

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