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Me: A how to guide

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This presentation will help others to get to know me.

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Me: A how to guide Me: A how to guide Presentation Transcript

  • Ge#ng
to
know
Paul Sometimes I lead, sometimes I fail, but I always follow. This is for all those out there that I’m following or leading. Talk to Paul @PaulSizemore paul.sizemore@gmail.com
  • Ambiguity.Paul Paul
naturally
gravitates
to
roles
where
there
 Roles
not
for
Paul: is
a
high
level
of
ambiguity
and
unknown;
he
 has
problems
making
the
connecJon
to
 • Process
Manager details.
His
go‐to
is
to
work
here.
 • Project
Manager • Finance • Research • Surgeon • A=orney
 • Quality
Assurance Paul
can
make
 himself
do
the
 details,
but
he’s
not
 as
efficient
at
them. He
excels
at
creaJng
new
ideas.
 Ambiguity Certainty Uncertainty Detail Audacity
ma:ers.
  • Value.Paul The
deliverables
that
demonstrate
Paul’s
Value: Paul
has
been
described
as
a
‘fire
hose
of
 • 
User
design
audits ideas’.
 • 
Change
requests • 
Strategic
ConsulJng • 
A
Book • 
Thought
leadership
arJcles • 
PosiJon
papers Paul’s
most
valuable
assets
are
his
ideas.
 He
who
makes
the
quickest,
coolest
prototypes
wins
  • Stress.Paul When
Paul
was
9
years
old,
he
had
a
brain
 tumor
removed.
It’s
leS
him
with
out
a
strong
 internal
flight
or
fight
response
‐
he
simply
 processes
how
best
to
resolve
the
added
 demands.
The
drawback
is
someJmes
he
stays
 in
bad
situaJons
too
long.
 Paul
performs
be:er
than
most
people
in
 high
stress
situaJons.
 high
stress
threshold low
stress
threshold late
threat
response early
threat
response Think
PorLolio
/
talent
porVolio
  • Work.Paul “ Why
I
work: • 
I
want
to
be
an
expert. • 
I
favor
hard
work,
challenge
and
sJmulaJon.
 • 
I
value
diversity
and
openness.
 • 
I
keep
my
skills
sharp
and
have
ownership
of
them.
 • 
I
want
to
work
for
a
company
that
has
solid
values,
clear
rules
and
 open
communicaJon. • 
I
work
for
the
responsibility,
challenge,
recogniJon
and
respect. • 
I
need
to
work
with
other
talent. • 
My
work
and
play
is
blurred,
my
play
is
work,
and
my
work
is
play. • 
My
most
valued
resource
is
my
Jme,
I
like
to
Jme
deepen
acJviJes
 (run
in
the
park
rather
than
walk). ’’ I
have
to
produce
new
forms
or
Designs
that
are
readily
transferable
and
widely
useful Complacency
=
not
good
  • Results
from
Strengths
Finder Top
themes:
 FuturisJc
/
Strategic
/
 Self‐Assurance
/
Input
/
IdeaJon
 “ Awareness:
I
inspire
myself
and
others
with
my
visions
of
the
 future.
Can
quickly
create
alternaJve
ways
to
proceed.
I
look
 for
difficult
situaJons
in
order
to
grow,
and
build
trust
in
 myself.
I
find
my
limits.
I
have
a
strong
and
insaJable
appeJte
 for
learning.
Im
InnovaJve.
 I
make
my
ideas
a
reality! ’’ Roles: • Entrepreneurial
/
Start‐Up • Highly
challenging,
roles
that
require
me
to
be
a
hero
to
 succeed. • Roles
acquiring
new
informaJon
daily,
journalism,
teaching,
 research. • Roles
where
I’m
paid
for
my
ideas
‐
markeJng,
adverJsing,
 journalism,
design,
or
product
development.“I defend my alone time. It lets me processmy thoughts to create better solutions.” We
strengthen
our
moral
fiber
by
the
exercise
of
resisJng
 temptaJon:
You
must
be
tempted
or
you
can
not
be
good
  • “AcJons
I
take
&
am
good
at:
 • 
I
read
arJcles
about
the
future,
what
is
around
the
corner. • 
I
need
to
find
an
AcJvator
/
this
will
be
a
strong
partnership. • 
I
seek
roles
where
I
can
persuade
people. • 
I
share
my
knowledge
with
groups
that
will
absorb
it. • 
I
posiJon
myself
as
an
expert
on
areas
I
know
about. • 
I
idenJfy
my
areas
of
experJse,
and
develop
them. • 
I
look
for
situaJons
to
share
my
experJse
and
knowledge. • 
I
seek
to
understand
the
fuel
of
the
ideaJon
process
/
when
do
I
get
the
 best
&
most
ideas,
then
duplicate. ’’Catch and release. It’s thepursuit of the fish that drivesPaul to cast for the unknown. Bureaucracy
was
born
out
of
the
human
desire
for
complete
assurance
before
taking
acJon.

  • Myers‐Briggs: ENFP Results
from
Myers‐Briggs
personality
tests: they
are
both
"idea"‐people
 ENFPs
are
iniJators
of
change,
keenly
percepJve
of
possibiliJes.
They
 and
"people"‐people energize
and
sJmulate
others
through
their
contagious
enthusiasm.
They
 prefer
the
start‐up
phase
of
a
project
or
relaJonship,
and
are
Jreless
in
 the
pursuit
of
new‐found
interests.
ENFPs
are
able
to
anJcipate
the
needs
 of
others
and
to
offer
them
needed
help
and
appreciaJon.
They
bring
 zest,
joy,
liveliness,
and
fun
to
all
aspects
of
their
lives.
They
are
at
their
 best
in
fluid
situaJons
that
allow
them
to
express
their
creaJvity
and
use
 their
charisma.
They
tend
to
idealize
people,
and
can
be
disappointed
 when
reality
fails
to
fulfill
their
expectaJons.
They
are
easily
frustrated
if
a
 project
requires
a
great
deal
of
follow‐up
or
a:enJon
to
detail. • 
I
create
mulJple
possibiliJes
from
experience
of
similar
situaJons.
 • 
I
live
in
ambiguity,
and
oSen
create
it
as
a
way
to
further
miJgate
risk. • 
OSen
tuned
into
subtle
disJncJons.
 • 
I
naturally
look
for
the
most
logical
and
efficient
routes.
 • 
I
look
to
past
situaJons
to
form
future
goals.
 • 
In
stressful
situaJons
I
can
draw
similariJes
to
past
events
and
find
new
 soluJons. • 
I
oSen
put
other’s
needs
above
mine,
or
will
do
everything
I
can
to
 balance
the
needs.
 • 
I
am
extremely
adapt
at
creaJng
win‐win
situaJons,
and
minimizing
risk
 and
effort.

 • 
I
might
come
to
a
spontaneous
acJon
by
accessing
the
current
situaJon
 and
comparing
it
to
the
past.
Paul knows kids and how to persuade, (here hemotivated eight kids to jump in the 36° Ohio River-for the third year in a row). Developing
meaningful
partnerships
will
make
you
more
effecJve.

  • Notable
out
takes
from
the
PI
Report• I’m
extremely
extroverted,
and
can
be
used
to
iniJate
first
contact
with
people
/
groups.
• Give
me
the
freedom
from
repeJJon.
• Give
me
opportuniJes
for
interacJon
with
new
people.
• Reluctant
to
pressure
a
contact;
would
much
rather
persuade
them.• I’m
an
enthusiasJc
coach
or
trainer.
• Persuades
and
moJvates
others
by
considering
their
point
of
view
and
adjusJng
his
delivery Re‐imagine
our
insJtuJons
/
educaJon,
healthcare
  • Paul
is
a
Dreamer There
are
three
types
of
creaJve
people: • Dreamer:
“have
endless
creaJvity
and
eternally
challenged
by
it.
 Paul
is
 Dreamers
are
fun
to
be
around,
but
are
likely
to
forget
to
return
 protracted
 phone
calls,
complete
current
projects,
or
even
pay
the
rent.” on
details • Doer:
“they
dont
image
much,
because
they
are
obsessed
with
the
 logisJcs
of
execuJon.
Doers
immerse
themselves
in
the
next
steps
 unJl
they
love
it,
or
discount
it.” • Incrementalists:
“these
people
can
play
the
role
of
both
the
doer
 and
the
dreamer.
They
can
bask
in
idea
generaJon,
disJll
the
acJon
 steps,
and
then
push
the
idea
into
acJon
with
tenacity.
They
also
 tend
to
conceive
and
execute
on
too
many
ideas,
because
they
can.
 Their
projects
are
seldom
pushed
to
realizaJon,
because
they
move
 on
to
another
one
and
never
get
buy
in
from
the
community.”
 AcJon
..ALWAYS..takes
precedence
  • Efficient
Day.Paul 8
am 9
am Capture
ideas
from
the
night
&
respond
email. 10
am Time
alone
to
catch
up
and
prepare
for
the
day.
 11
am Idea
generaJon
and
meeJngs. noon CollaboraJve
Jme. Paul
knows
the
 1
pm best
Jmes
for
 the
best
tasks 2
pm 3
pm
 4
pm 5
pm 6
pm 7
pm 8
pm 9
pm CreaJng
business
arJfacts
and
direct
work
outputs. Time
for
solitude
working. 10
pm 11
pm midnight 1
am 2
am AcJon
..ALWAYS..takes
precedence
  • Berkley
Personality
 Big
five
inventory:Labs •
ExtroversionBig
Five
Inventory
 •
Agreeableness •
ConscienJousness

 •
EmoJonal
stability •
Openness
to
new
experiences PosiJve
AssumpJons:
 •
ImaginaJve •
Reading
situaJons
/
good
negoJator
 •
Socially
savvy

 •
Use
of
reaffirming
quesJons •
Listening
to
build
trust If
you
fail
to
share
ownership,
you
will
also
fail
to
get
others
to
care.
 Talent
Rules
/
the
one
with
the
best
roster,
wins
  • MoJvaJng.Paul MoJvaJng
Paul
as
a
follower • I
find
status
in
merit • I
need
to
be
creaJve
and
have
a
challenging
environment
 • Im
driven
by
internal
moJvators • MoJvated
by
good
to
great
leaders
and
competent
managers • I
want
to
culJvate
qualiJes
like
technical
ability
&
mental
discipline
 • I
need
to
be
lead
like
a
volunteer,
not
an
employee • MoJvators
are
challenge,
enjoyment,
to
do
good,
to
make
a
 contribuJon,
and
to
learn Sustained
progress
in
a
corporate
sehng
can
be
created
by
extreme
compeJJon.