Not just answers, the right Questions
Extreme Work Styles – [Talent Profile]

When you get your Talent Profile, you need to read all the way through it once and then go back and focus on one section at a time. To illustrate this, I am going to go over my own report with you, even the less than complimentary parts.

The Talent Profile is based on the Octogram test results.

In a previous article, I showed my summary graphic. On this graphic, you can see that I have some extreme scores and those extremes are what I’m going to focus on today. In this case, an extreme score is a score that deviates from the ‘mean’ score of 5. If you want to know more about norm scoring, OTM has a video to help explain it in detail.

In this article, let’s see what the Talent Profile has to say about those high scores on Analyst and Strategist and the low scores on Team Player and Helper.

AnalystWith a score of ‘9’, I’m a great big Analyst, what does the Talent Profile says about me?

Richard places a heavy emphasis on facts, data, and information in all decision making. He is a
critical thinker and skeptical of arguments based on emotional statements. He dives deep into
the information, trying to learn as much as possible before moving. Richard will base his
statements and recommendations in reality and those decisions will be well supported with
rational arguments. Such a strong emphasis on making well-supported decisions will slow him
down, he will wholesale mlb jerseys work best in situations where being correct is more important than being fast.

That’s cheap mlb jerseys a very accurate description of how I think about things and I recognize this in my day-to-day behavior. I do feel it is more important to be correct than to be fast. Back in my early 20’s, I worked in a call center doing user support. I would spend time making sure the customer thoroughly understood the answers to their questions before cheap nfl jerseys getting off the line with them. This was not valued behavior. The call center was evaluated and paid according to the turn around time of the cheap nba jerseys call, faster turnarounds raised their rewards and profitability. It didn’t matter if the customer called back again and again. I was focused on being correct and doing, what I perceived to be, a good job. I was continually dinged for speed in my performance evaluations, though my customer satisfaction numbers were through the roof.

I still think that was an incorrect way to evaluate performance. It still upsets me just to think about it. I had to learn the hard way that I did not want to work in a company that valued speed over correct. Which is probably why I jumped to my next job at a bank, even though it required a Change move to another city. Hmm, I never thought about it that way before, I know I valued the stability and rationality of the banking environment (this was the mid 90’s, not the late 00’s).

StrategistAll right, I’m on board with this report so far, the other high score is on the Strategist role, what does the Talent Profile say about that ‘8’ score?

Richard thinks about the long term, goals, and laying out strategic plans. He is much more
concerned with fundamental questions and issues than with practical considerations. Richard
is very quick to ask the question “Why?” and enjoys digging in to find the answers. He is good
at setting goals and finding creative ways to reach those goals, he is very much aware of the
big picture and at seeing trends. He is like a man walking around with binoculars in his eyes,
great at seeing the far horizon and less effective at seeing the next step.

This, combined with the strong Analyst score, is probably why I’m a good consultant and systems designer. The tag line on my Oakbox profile for years was “Not just answers, the correct greenhouses questions”. I can totally see this score as valid and, ironically, why I only lasted a few years at the bank. I was working in Credit Operations during the mid and late 1990’s. This was right in the middle of the Internet boom and I was seeing ways to leverage electronic communications EVERYWHERE. The bank was still centered on paper, filing it, finding it, storing it, moving it around, but all about paper. I was saying things like, “Let’s stop using fax machines and move over to electronic communications in department ‘X’”. Stagnation It took months to get anyone else to see the value in what I was proposing and the change process was going to take another 18 months. This was just one small department! Why wasn’t everyone else on board? Couldn’t they see my ideas were correct?

No. Not really. Because, while I did turn out to be correct, I was not paying attention to the due diligence and regulatory hurdles that had to be overcome whenever a change was made. [As an aside, the elimination of many of those regulatory hurdles led to the crash in 2008, so slow and Practical steady really is what you want in your banker.]

I really enjoyed asking big questions, but that’s only valuable if it is part of your job description. I can see now why I felt like the walls were starting to close in, despite the (perceived) job stability and good salary. When I had the chance to move to a smaller organization where I would have a bigger say in the direction of the company, I took it. Neat!

TeamplayerA score of ‘1’ has to be bad, right? And I have a score of ‘1’ on the Team Player role, does that mean I’m a crappy co-worker? Let’s see what the report says about me.

Richard can operate independently and actually prefers more “alone time” than most other
people. He does not spend a lot of time worrying about how people on the team are feeling, he
is focused more on his own business and personal interests. To use a sports analogy, Richard
is more comfortable competing in an individual sport rather than a team sport. This score does
not necessarily mean “socially unskilled”, it just means that he prefers to not get too involved in
the feelings and internal lives of the people he works with.

Okay, that’s not bad, at least from my perspective. Since I have a low Team Player score, that’s probably why I don’t see it as bad :) I think a person with a high score here, who enjoys being surrounded by people all day long and eating birthday cake, would probably not see it as a good way to behave. But I really do think this way, when I moved to the small company, I had my own office and could really zero in on my work without being interrupted all the time. That was a relief, especially after the cubicle farm at the bank. I didn’t have to hear all of my co-workers all the time.

I am on board with this. I used to think I was a warm and friendly person in the wholesale nfl jerseys office, but that delusion was blown away while I was still in college and managing the student radio station. I thought I was approachable and nice. My staff thought I ruled with an iron fist! I even found out that they had a nickname for me, “Ronald about Koresh”, because I was a cross between a McDonald’s manager (Ronald McDonald) and a cult leader (David Koresh), get it? That was a good lesson to learn early, that there could be a disconnect between how you perceive yourself and how others see you.

Interesting that the test was able to pick out how I really am and not how I like to think about how I am.

HelperAnother ‘1’ score for Helper. What does this mean?

Richard is very direct and blunt when dealing with others. Richard does not pull his punches
when it comes to giving criticism or his opinion. Richard does not take the time to focus Influencer on the
feelings of others, to empathize. He very much prefers being direct and honest with people, to
express himself clearly to coworkers without obscuring information with tact or diplomatic
double-speak. His ability to empathize is weak, but this does make it easier for him when it
comes to making business decisions that might negatively affect others.

Again, I think this is an accurate description of me. Though, because I lack tact, I would be comfortable with it just saying, “Richard isn’t a big fat liar”. Of course, this behavior doesn’t win me any popularity contests. It’s something that I have to work on, to soften my words when it is appropriate for the situation. This will actually come up later in the report, in later articles, we’ll talk about the given advice and how easy, or hard, that advice will be to apply to my day to day work life.

The Talent Profile is available on the Octogramtest.com website.

Burning Out : The 7 Stagnation Indicators

Burnout syndrome and work-related stress can impair a person’s physical and mental well-being and 27.6 percent of a 2012 study of American workers reported having burnout symptoms. This is a serious problem and the affects of burnout role over from work into personal lives and can cause a cascade of knock-on problems for your employees and their families.

This cheap nba jerseys is a serious problem and the affects of burnout role over from work into personal lives and can cause a cascade of knock-on problems for your employees and their families.

Burnout is usually only recognized after the fact, after work is missed, after the screaming match in the office, after productivity has been in a steady decline for months, if not years. Early diagnosis of Burnout can make the difference and this is the goal of this article.

You should understand that Burnout is the result of an underlying mismatch between the person and the position. An extreme mismatch between the person and the position will require an extreme amount of effort from the employee. This long term erosion of a person’s mental and physical reserves ends in Burnout.

The symptoms listed in this article do not necessarily occur in any particular order. The symptoms are welches highly correlated with each other, if one is present, others are likely to be present as well.

Symptom 1 :  Rigidity

Flexibility is key to a healthy work environment, being able to adapt to changing conditions in the workplace. This means that an employee can solve problems, reach fixed goals, but be fluid in how they reach those goals. When a person becomes too rigid, fixed and unchanging, “There’s only one way to do this!” even in the face of evidence that they are wrong, watch out. That’s a visible symptom of someone who is becoming brittle and breakable.

Symptom 2 : Isolation

Withdrawing from interactions with colleagues, isolating themselves from others. Not listening or talking with others, not communicating, is text a warning sign for burnout. We are social creatures, one of the most severe punishments we can inflict on another person is isolation. When you notice a person stepping away from interactions, cutting off communications, your Burnout radar should start pinging.

Symptom 3 : Cartography

When someone starts carefully drawing lines around their responsibilities and duties. When someone starts mapping out what they will do and what they will not do. When a person loses the will or drive Top or ability to occasionally stretch beyond their borders, beware.

Symptom 4 : Boredom

When a person stops caring, when they are not passionate or even really interested in the job. When they stop coming up with ideas, when enthusiasm dries up, when the thrill is gone, Burnout is on the horizon. People were not meant to spend big swathes of time being bored, it is almost as punishing as isolation.

Symptom 5 : Ich über alles

When the first question is, “How does this affect me?” and not, “How does this affect the organization?”, it is an indicator that someone is disengaging and wholesale jerseys turning into a Burnout risk. A person who puts themselves first, who’s ambitions and values are not aligned with the company’s is generating a lot of turmoil both for themselves and for everyone around them.

Symptom 6 : Weakest link

A person might like their job, their surroundings, the values of the organization, their boss and everything else and just not be able to do the job. Competency at a task makes a person feel confident and valuable, incompetency does just the opposite. Those feelings of insecurity build up and eat away at a person’s core belief in their own value. So 缓存系列3:缓存相关算法 pay attention! Train up employees who are falling behind or help them find positions more suited to their level of skill.

Symptom 7 : Statuary

People need to feel like they are growing, expanding, wholesale jerseys learning and gaining in ability or skill. thinking People are alive and living things grow, there are lots of words to describe non-growing things, and none of them should be applied to a career. When an employee feels like they are standing still, that’s the same feeling as being trapped and watching the walls close in. Keep people engaged by helping them grow into better people,

That’s it, those are the 7 symptoms you need to watch out Grand for in your employees and in yourself. If you see them, you need to be aware that ignoring the problem will not make it go away, will probably make it worse and might very well lead to a Burnout.

That’s bad.

Okay, what can you DO to prevent Burnout?

Step 1 : Knowing is half the battle. Apply the list of symptoms to your employees and to yourself. The solutions are part of the descriptions.

Step 2 : Understand that, at the core, all of these symptoms start from the same place; a mismatch between a person and a position. There are the lots of self-awareness tools on the market and you should try to find the one that fits your needs.

Step 3 : Talk about Burnout. Open up the lines of communication in your workplace. Awareness really IS important (see Step 1 above)


Based on Stagnation research of Ron van de Water, the owner of the Dutch consultancy firm Learnworks B.V.

The Talent Profile is available on the Octogramtest.com website.

Practical Example of the Talent Profile – [Talent Profile]


What is the Octogram test measuring?

You have a way you prefer to work / behave / speak while you are on the job. These preferences are called your “Work Style”. On Train occasion, your job might require you to step out of your preferred work style , to do things in a way that conflict with your own preferences.

All work requires a little bit of flexibility. No matter what your job, there will be some aspects that do not agree with you. Your goal is to find work and a career that keeps these disagreements to a minimum. Work that closely aligns with your work style will feel more natural, be less stressful and take less energy to perform. This feeling of “fit” between your work style and your actual work is the single largest contributor to job satisfaction. Values and Culture also play a role, but that’s a different story.

We want to find a job that fits us, but before we can do that, Wholesale Miami Dolphins Jerseys we need to find wholesale NFL jerseys out what want, we need a language for talking about work style and a simple way to display it. The Talent Profile is based on the Octogram™ test. And I think the best way to learn how it works is to look at a real person’s results and see how they apply to their actual behavior.

For this example person, I will use me:

The Talent Profile is based on the Octogram test results.

The Talent Profile is based on the Octogram test results.

Each of the eight traits in this graph represents something that has to happen in the work place. All companies, large or small, need to competently perform each of these functions. You, as an individual, prefer doing some things (the medium and high scores) and prefer avoiding some things (low scores). 5 is the middle, it’s Nh?ng average, it’s competent, it’s cheap MLB jerseys flexible. As you move away from the 5 and toward the extremes, your behavior becomes more locked in to a particular mode.

As you can see in my results, I get locked in quite a lot! Those ‘1’ scores in the top left are talking about behaviors that deal with co-workers and engender loyalty and a good atmosphere in the workplace. I am totally pants at that sort of stuff. When I am working around people, I have to consciously remind myself to smile and interact with my colleagues. I am blunt and just don’t think about personal things in the work place.

On the opposite end of the scale, that 9 score in the bottom left on the ‘Analyst’ role means that it’s super difficult for me to make a fast decision. My default is to try to logic my way out of a problem and if I is don’t have solid reasons and facts to back up my position, then it’s probably not a valid position to have. Intellectually (ha!), I know this is not a realistic view of the world. Lots of things transcend logic and reason and waiting for Bioluminescent all of the facts before making a decision means that too many of those decisions are made too late or are never made at all.

The high scores in the bottom right are on traits that deal with action and productivity and forward momentum and looking toward the future. With the above average scores in this area, you can see that I am definitely driven. But do you see how these high scores are far away from the low scores in the upper left? That’s because traits that are far away from each other have a negative correlation — when one is high the other is usually low.

Luckily, the Carer Guide walks you through all of this, explaining the model and breaking down the scores on each trait and what each of them means for your behavior in the work place. The only hard part about this whole process is Sports that sometimes, the truth hurts. The texts are framed to be as positive as possible, but there’s only so many ways to say, “Over-thinks everything“. I will admit that, even though I was intimately involved in creating this report, when I ran my own results through it . . . it was pretty confrontational. It forced me to examine myself and think about the future and my place in it.

The Talent Profile is also really long. So read it and absorb it in chunks. That’s what I plan on doing with a series of articles here on Oakbox.com. I’m going to walk through what the Talent Profile says about wholesale MLB jerseys me and, in the mean time, give you some insight into what each section is telling you about yourself.

The Talent Profile is available on the Octogramtest.com website.

an axe
Why thinking about your career is important

I usually don’t spend a lot of time thinking about my career. It’s something that just sort of happens as we move from job to job over time. It might mean a new company, a move, a new position or new challenges and skills to learn. A career is something that you are just involved in, it happens whether we want it to happen Villa or not. If you are working or being creative or doing anything at all, that’s a career.

The whole concept of a ‘career’ only comes up during year-end reviews or other rare events. But a career isn’t something you are just IN, it is something you cheap jerseys should be working ON.

“Working on how you work”, feels very meta, I know, but let me give you a story that my father shared with me when I was a young man:

Two wholesale jerseys men, Bob and Jack, are wood cutters. In the morning, they head off into the woods and start their work cutting down trees and importa? stacking logs. Bob notices that Jack takes lots of breaks. Every 30 minutes or so, Jack stops chopping wood and sits down to rest for 15 or 20 minutes. Bob is very frustrated by this and thinks that Jack is being lazy.

At the end of the day, they are counting up their results and Bob is astonished to see that Jack has been more productive. Bob cannot understand what has happened, Bob did not take breaks, Bob Staff worked hard straight through the day. How can lazy Jack have been more productive?

On the way home, Bob cannot help himself and confronts Jack. “How did you cut more wood when you took so many breaks and were so lazy?”

Jack replies, “When I sat down, I was sharpening my axe.”

I want you to think of this web site as a place to sharpen your mind and Birthday goals. To think about your career so that you can be cheap jerseys China more productive, more successful and happier in your life.

The first step is always the hardest, so I am working to make it the easiest part of the online career coaching process.

The Talent Profile is available on the Octogramtest.com website.