This document provides information about Seta A. Wicaksana, including her credentials, positions, and areas of expertise. It lists that she is on the Performance and HR Committee at BPJS Ketenagakerjaan, founder and director of Humanika Consulting, overseer of the Humanika Education Foundation of Indonesia, author of a book published in 2016, trainer and psychologist at Humanika Consulting, developer of assessment tools, guest on radio shows, lecturer at Universitas Pancasila, and pursuing a doctorate in economics and business. It also outlines her educational background in psychology from Universitas Indonesia and military academy.
Most job-hunters who fail to master the job-hunt or find their dream job, fail not because they lack information about the job market, but because they lack information about themselves. -Richard Nelson Bolles
A short one hour presentation looking at the 5 biggest myths of employee development including performance management and talent management which are ineffective if not destructive in terms of creating a high functioning workplace. Too many businesses subscribe to these myths.
Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.
Travis Bradberry (from the book Emotional Intelligence 2.0)
Most job-hunters who fail to master the job-hunt or find their dream job, fail not because they lack information about the job market, but because they lack information about themselves. -Richard Nelson Bolles
A short one hour presentation looking at the 5 biggest myths of employee development including performance management and talent management which are ineffective if not destructive in terms of creating a high functioning workplace. Too many businesses subscribe to these myths.
Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.
Travis Bradberry (from the book Emotional Intelligence 2.0)
This was a presentation done by Ginny Owen, Executive Director of Schools for Harrison School District Two. She gave this presentation at the March 31 Pikes Peak Public Relations Society of America luncheon at the Warehouse. This presentation was based on the books: You Don’t Need A Title to be a Leader by Mark Sanborn and Leadership that Gets Results by Daniel Goleman.
The presentation contains a summary of studies on Growth vs. Performance culture in an organization based on Harvard Business Review and online journal articles.
This ia a slide show I did for a leadership course. If you wish to have a copy to use, I will send you one free, so long as you give me credit when you use it.
Our latest white paper shares new global research based on 7000 employee surveys in the US, Brazil, UK, Germany, Australia, Singapore and China, UAE, Saudi Arabia, and Egypt. We look at questions like: Can anyone be creative? How do employers build creative cultures? Is playing at work the answer? What are the business rewards of inspiring creativity—and the risks of failing to?
This was a presentation done by Ginny Owen, Executive Director of Schools for Harrison School District Two. She gave this presentation at the March 31 Pikes Peak Public Relations Society of America luncheon at the Warehouse. This presentation was based on the books: You Don’t Need A Title to be a Leader by Mark Sanborn and Leadership that Gets Results by Daniel Goleman.
The presentation contains a summary of studies on Growth vs. Performance culture in an organization based on Harvard Business Review and online journal articles.
This ia a slide show I did for a leadership course. If you wish to have a copy to use, I will send you one free, so long as you give me credit when you use it.
Our latest white paper shares new global research based on 7000 employee surveys in the US, Brazil, UK, Germany, Australia, Singapore and China, UAE, Saudi Arabia, and Egypt. We look at questions like: Can anyone be creative? How do employers build creative cultures? Is playing at work the answer? What are the business rewards of inspiring creativity—and the risks of failing to?
Memahami Organisasi dan Desain Organisasi-Organisasi Publik (Bagian 3)Seta Wicaksana
Hingga sekitar 20 tahun yang lalu, perusahaan mengalami desain ulang organisasi setiap beberapa tahun atau bahkan dekade.
Kebanyakan eksekutif puncak mungkin hanya memiliki pengalaman beberapa kali dalam karier mereka.
Namun, otomatisasi dan tekanan persaingan mulai mempercepat laju perubahan organisasi.
Dalam presentasi ini, kami mengeksplorasi model organisasi tradisional dan bagaimana model tersebut digunakan untuk menyelaraskan struktur dan operasi dengan strategi bisnis.
Kami akan menunjukkan bagaimana model tersebut masih dapat berfungsi sebagai alat diagnostik untuk memahami di mana berbagai faktor organisasi mungkin tidak seimbang.
Kemudian, kami akan menunjukkan bagaimana organisasi telah beralih dari model statis untuk diagnostik dan penyelarasan ke model fleksibel yang membantu organisasi beradaptasi terhadap perubahan yang dinamis dan berkelanjutan.
Bagian 1 Organizations and Organizations Theory
Bagian 2 From Strategy to Organization Design and Effectiveness
Bagian 3 Public Organization
Memahami Organisasi dan Desain Organisasi-from strategy (Bagian 2)Seta Wicaksana
Hingga sekitar 20 tahun yang lalu, perusahaan mengalami desain ulang organisasi setiap beberapa tahun atau bahkan dekade.
Kebanyakan eksekutif puncak mungkin hanya memiliki pengalaman beberapa kali dalam karier mereka.
Namun, otomatisasi dan tekanan persaingan mulai mempercepat laju perubahan organisasi.
Dalam presentasi ini, kami mengeksplorasi model organisasi tradisional dan bagaimana model tersebut digunakan untuk menyelaraskan struktur dan operasi dengan strategi bisnis.
Kami akan menunjukkan bagaimana model tersebut masih dapat berfungsi sebagai alat diagnostik untuk memahami di mana berbagai faktor organisasi mungkin tidak seimbang.
Kemudian, kami akan menunjukkan bagaimana organisasi telah beralih dari model statis untuk diagnostik dan penyelarasan ke model fleksibel yang membantu organisasi beradaptasi terhadap perubahan yang dinamis dan berkelanjutan.
Bagian 1 Organizations and Organizations Theory
Bagian 2 From Strategy to Organization Design and Effectiveness
Bagian 3 Public Organization
Memahami Organisasi dan Desain Organisasi-Pengantar (bagian 1)Seta Wicaksana
Hingga sekitar 20 tahun yang lalu, perusahaan mengalami desain ulang organisasi setiap beberapa tahun atau bahkan dekade.
Kebanyakan eksekutif puncak mungkin hanya memiliki pengalaman beberapa kali dalam karier mereka.
Namun, otomatisasi dan tekanan persaingan mulai mempercepat laju perubahan organisasi.
Dalam presentasi ini, kami mengeksplorasi model organisasi tradisional dan bagaimana model tersebut digunakan untuk menyelaraskan struktur dan operasi dengan strategi bisnis.
Kami akan menunjukkan bagaimana model tersebut masih dapat berfungsi sebagai alat diagnostik untuk memahami di mana berbagai faktor organisasi mungkin tidak seimbang.
Kemudian, kami akan menunjukkan bagaimana organisasi telah beralih dari model statis untuk diagnostik dan penyelarasan ke model fleksibel yang membantu organisasi beradaptasi terhadap perubahan yang dinamis dan berkelanjutan.
Materi dibagi menjadi 3 bagian, yaitu:
Bagian 1 Organizations and Organizations Theory
Bagian 2 From Strategy to Organization Design and Effectiveness
Bagian 3 Public Organization
Organizational Transformation Lead with CultureSeta Wicaksana
Transformation is even harder than we thought
“Only 22% of companies successfully carry out transformation. The failure rate was 78%.”
“Often the business value of digital transformation is not realized. One of the most common causes is an abundance of technology projects, not a true business culture transformation”
- Phil Le-Brun, Enterprise Strategist, AWS
Perspektif Psikologi dalam Perubahan OrganisasiSeta Wicaksana
“Perubahan organisasi merupakan suatu proses yang berkelanjutan dan dinamis. Perubahan tidak berhenti ketika sebuah inisiatif perubahan telah sukses diimplementasikan, tapi akan selalu terjadi perubahan karena lingkungan yang terus menerus berubah.” – Seta A. Wicaksana
“Perubahan hadir karena adanya ketidaksempurnaan, sedangkan ketidaksempurnaan itu adalah ruang untuk belajar, tumbuh dan berkembang, …
itulah yang Sempurna.” – Seta A. Wicaksana
Organizational Structure Running A Successful BusinessSeta Wicaksana
Every company needs an organizational structure—whether they realize it or not.
The organizational structure is how the company delegates roles, responsibilities, job functions, accountability, and decision-making authority.
The organizational structure often shows the “chain of command” and how information moves within the company.
Have an organizational structure that aligns with your company’s goals and objectives.
This article describes the various organizational structures, the benefits of creating one for your business, and specific elements that should be included.
Ten Organizational Design Models to align structure and operations to busines...Seta Wicaksana
Up until about 20 years ago, companies experienced organizational redesign every few years or even decades.
Most top executives would have the experience perhaps only a few times in their careers.
However, automation and competitive pressures had begun to accelerate the pace of organizational change.
In this presentation, we explore traditional organizational models and how they have been used to align structure and operations to business strategies.
We will show how those models can still operate as diagnostic tools to understand where various organizational factors can be out of balance.
Then, we will show how organizations have shifted from static models for diagnostics and alignment to flexible models that help organizations adapt to continuous, dynamic change.
Understanding Business Function and Business ProcessSeta Wicaksana
Enterprise Resource Planning (ERP) programs: Core software used by companies to coordinate information in every area of business
Help manage companywide business processes
Use common database and shared management reporting tools
Business process: Collection of activities that takes some input and creates an output that is of value to the customer
HC Company Profile 2024 Excellence JourneySeta Wicaksana
Humanika Consulting is an HRD and Management consultant brand under the auspices of PT Humanika Amanah Indonesia. As a brand, Humanika Consulting, which was established in 2004, started its career in developing human resources through training program activities using an outdoor activity (Outbound) approach. The Experiential Learning method is promoted in developing people through continuous change so that the S.O.B.A.T. (Semua Orang Bisa Hebat) becomes a platform in the change process, namely Start, Order, Breakthrough, Accelerate, and Transform.
To anticipate high demands regarding Individual Assessment, Humanika Consulting has innovated to create a web-based application and has parameters (Job-Person Profile Matching), by having a subsidiary, PT Humanika Bisnis Digital, which a subsidiary that concentrates on Big Data and research related to HR. in 2019.
Business Strategy Creating and Sustaining Competitive AdvantagesSeta Wicaksana
Effective strategies in an environment of constant change are a key requirement for success.
Corporate strategy: Deciding on the scope and purpose of the business, its objectives, and the initiatives and resources necessary to achieve the objectives.
Strategic Management Organization objective with Appreciative InquirySeta Wicaksana
To introduce the philosophy, practice and process of Appreciative Inquiry so that you can apply it to your setting objectives in strategic management.
Appreciative inquiry (AI) is a positive approach to leadership development and organizational change. The method is used to boost innovation among organizations.
A company might apply appreciative inquiry to best practices, strategic planning, and organizational culture, and to increase the momentum of initiatives.
Developing Organization's Vision, Mission and ValuesSeta Wicaksana
Together, the vision, mission, and values statements provide direction for everything that happens in an organization.
They keep everyone focused on where the organization is going and what it is trying to achieve. And they define the core values of the organization and how people are expected to behave.
Creating a mission, values and vision makes a statement as to how a company and its personnel will interact with the consumer, its colleagues and even competitors.
The value, mission and vision statements of a company are the foundation on which all business is conducted and decisions are made.
The Future of Business, Organization and HRMSeta Wicaksana
In an ever-evolving global landscape, the realm of business development is undergoing a profound transformation.
The convergence of technological advancements, shifting consumer preferences, and dynamic market conditions has created a paradigm shift that promises to reshape the way businesses approach growth and expansion.
The future of business development is not only about adapting to change but also about harnessing emerging trends and innovations to thrive in an increasingly competitive environment.
To better organize a business in the future, leaders should embrace nine imperatives that collectively explain “who we are” as an organization, “how we operate,” and “how we grow.”
Transformasi menuju SDM Unggul dalam Era VUCASeta Wicaksana
Pembangunan Sumber Daya Manusia (SDM) unggul adalah bagian dari proses dan tujuan pembangunan nasional Indonesia. Saat ini Indonesia menghadapi tantangan untuk mengejar ketertinggalan dari bangsa-bangsa lain yang telah lebih dahulu maju. Tantangan menjadi lebih berat karena saat ini berada di era VUCA yaitu Volatility, Uncertainty, Complexity, dan Ambiguity.
Kita hidup di dunia dengan perubahan yang sangat cepat, tidak terduga, dipengaruhi oleh banyak faktor yang sulit dikontrol, dan kompleks. Mustahil kita mampu mencapai kemajuan dan kemandirian bangsa apabila kita mengabaikan pembangunan yang semestinya bertitik berat pada keunggulan sumber daya manusia. Hanya melalui SDM unggul kita akan mampu menghadapi era VUCA ini dan mampu berkompetisi dengan bangsa–bangsa lain. Era VUCA harus kita hadapi dengan mencetak SDM unggul Indonesia.
SDM unggul adalah SDM yang mampu beradaptasi, menerima dan merangkul perubahan sebagai bagian dari lingkungan yang tidak dapat diprediksi. Di samping itu, SDM unggul juga adalah SDM yang mampu memahami sekaligus melaksanakan tugas pekerjaannya secara tuntas dan berkualitas dengan visi kerja yang jelas dalam menghadapi tantangan dan ketidakpastian, yang mampu berkolaborasi dan bersinergi secara efektif dengan kolega, tim kerja, dan menjadi insan penggerak perubahan dan inovasi dalam menghadapi kompleksitas persoalan organisasi. SDM unggul juga diharapkan mampu mengatasi ambiguitas dengan agilitas serta memiliki ketangkasan dan kecerdasan dalam menjalankan tugas pekerjaannya.
Using Workload Analysis for Manpower PlanningSeta Wicaksana
Mengapa Manpower Planning dibutuhkan:
Membantu mengidentifikasi kekurangan atau kelebihan tenaga kerja, sehingga memungkinkan perusahaan mengambil langkah-langkah yang diperlukan untuk mengatasi masalah ini sebelum menjadi masalah.
Memastikan bahwa program rekrutmen dan seleksi didasarkan pada perencanaan tenaga kerja untuk mendapatkan hasil terbaik.
Membantu mengurangi biaya tenaga kerja dengan mengidentifikasi kelebihan staf atau jadwal shift kelebihan staf.
Membantu mengidentifikasi talenta yang tersedia dalam angkatan kerja, seperti pekerja terampil, dan membuat rencana pengembangan untuk mereka.
Membantu mengoptimalkan penggunaan sumber daya manusia yang ada, sehingga menghasilkan produktivitas yang lebih tinggi dan biaya yang lebih rendah.
Membantu meningkatkan kepuasan karyawan dengan memastikan bahwa tenaga kerja yang ada terlibat dalam pekerjaan yang bermakna.
The Talent Management Navigator Performance ManagementSeta Wicaksana
Effective Performance Management supports the achievement of both individual and business objectives. Through the Performance Management Process:
Employees understand how the work they are doing supports the broader goals of the organization
Employees understand what is expected of them, how they’re performing against those expectations, and how they can continue to improve their performance and contributions to advance their own career and business objectives
Managers provide feedback and coaching throughout the year to support employees in sustaining and improving their performance and developing their capabilities in alignment with their career goals
Employees and managers maintain on-going communications about performance and development progress and use the Company’s approved documents and/or technology to document progress
“Most companies still earn profits per employee at close to the same low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces.
As a comparison, the average top-30 company increased profits per employee 70 percent
The target should be to improve profits per employee by 30 to 60 percent or more. “
“The opportunities to improve the performance of workers just from increased efficiency alone are huge: Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek...
The opportunities to improve the effectiveness of such workers are even larger. The opportunities to mobilize the latent intangible assets (that is, knowledge, skills, relationships and reputations) of a company’s workforce are vast.”
Changing Group to High Performing Teams with SOBATWAY through coachingSeta Wicaksana
Teamwork is important because it promotes a positive work environment where employees can achieve more opportunities and overcome more obstacles.
Businesses and organizations need teamwork the most when a project is time-sensitive and requires a diverse set of skills and experiences.
Teamwork can improve efficiency and productivity.
Efficiency rules when work is appropriately divided within a team, responsibilities are shared, and tasks are more likely to be finished within a set time frame. Good teamwork also enhances group outcomes and the measurable effectiveness of organizations.
Changing Group to High Performing Teams with SOBATWAY through LeadingSeta Wicaksana
A productive leader can help to improve efficiency by getting the most out of their team.
Leaders can help improve efficiency by ensuring everyone is working towards the same goal and doing what they do best.
They can provide guidance and direction and delegate tasks to make the most of everyone's strengths.
Someone who leads by example can expect to receive trust and respect from their team.
Superiors see them as someone who is capable of running a team, and employees see them as trusted mentors.
A trusted leader can also inspire teammates to respect and trust each other.
Changing Group to High Performing Teams with SOBATWAY through ParticipatingSeta Wicaksana
Why is participation important in teams?
Increases productivity
No matter how you measure it, participation promotes productivity by helping teams work through problems, ideate different solutions, raise potential roadblocks, and communicate goals more clearly.
New Explore Careers and College Majors 2024Dr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
1. Holland Test
Do You Really Know
Who You Are? And Your …
www.humanikaconsulting.com
2. Seta A. Wicaksana, M.Psi., Psikolog
0811 19 53 43
wicaksana@humanikaconsulting.com
• Komite Kinerja dan SDM di Dewan Pengawas BPJS Ketenagakerjaan.
• Pendiri dan Direktur Humanika Consulting
• Pembina Yayasan Humanika Edukasi Indonesia
• Penulis Buku “SOBAT” Elexmedia Gramedia 2016
• Trainer, Psikolog, karir Konselor dan Assessor di Humanika Consulting
• Pengembang Alat Tes minat bakat BRIGHT dan Sistem Tes Psikologi
berbasis aplikasi HITS dan HABIT
• Narasumber di Radio DFM 103,4FM
• Dosen Tetap Fakultas Psikologi Universitas Pancasila
• Sedang mengikuti tugas belajar Doktoral (S3) di Fakultas Ilmu Ekonomi dan
Bisnis Universitas Pancasila Bidang MSDM
• Lulusan Fakultas Psikologi S1 dan S2 Universitas Indonesia (Psikologi
Industri dan Organisasi)
• Lulusan sekolah ikatan dinas Akademi Sandi Negara
3. Career Planning
A Life-Long Process
Step 1
Who am I? What are my
interests, skills, values and
personality style?
Step 2
What do I want?
What are my
options?
Step 3
How do I get there?
What am I willing to
do?
Step 4
What is my plan to
get to my goal?
4. What do I
like?
How do I get
experience?
What is
important to
me in my work?
What skills do
I like to use?
What kind of
person am I?
Career Planning – Ask yourself these
questions!
5. What do I like? – My
Interests!
What are my hobbies?
What do I like to do when I
have free time?
What kind of things do I like
to read?
What am I interested in?
6. A
IR
SE
C
Realistic (Adventuring/Producing)
Interested in athletics, good with
their hands, prefer to work with
objects, machines, plants or
animals rather than people. Prefer
to do the job without a lot of talk
or argument, do it right the first
time, get to the point.
Investigative (Analytic) - Like to
observe, learn, evaluate, or solve
problems. This type is associated with
scientific/academic pursuits. Prefer to
analyze a problem, evaluate options and
data, set a plan of action, and analyze
the results.
Artistic (Creative) -
Interested in artistic
expression. Like to work in
unstructured situations
using imagination and
creativity. Prefer creative
approach to problem-
solving and planning which
relies heavily on intuition
and imagination.
Social (Helping) - Like to work with
people in some helping capacity —
informing, teaching, developing, curing
people. Prefer to gather data from all
involved parties before generating an
action plan. Will try to find solutions
equitable for all concerned. Adept at
networking with people.
Enterprising (Influencing) - Like to work
with people in a leadership capacity —
managing, performing, persuading,
influencing, often for organizational or
political goals or economic gain. Prefer to
investigate a direct plan of action to be
carried out by others. Focus on achieving
the goal, not concerned with minor
details. Like to keep big picture in mind.
Conventional (Organizing) - Like
to work with data, numbers,
more than people. Like detail,
tangible products, and have
little tolerance for ambiguity.
Like following others;
instructions rather than being in
charge. Prefer to follow a
defined structured plan of
action. Attentive to detail. Enjoy
putting all the pieces of a plan
together.
THE PARTY
7. Holland’s Six Personality
Types
• In our culture most people are
stronger in one personality type than
another.
• All professions may require to some
degree, all personality types.
• People who work in a profession and
environment that fits their
―personality‖ tend to be successful
and satisfied.
8. Theory of John Holland
• John Holland, a psychologist who was drafted
by the army in WW2, developed a
classification system for jobs in the military
based upon his theory describing six work
environments and six vocational personalities.
• Holland believed that career choice is an
extension of a person's personality. People
express themselves, their interests
and values through their work
choices and experience.
• Holland assigns both people and work
environments into specific types or
themes.
9. • Most people can be categorized into
the following six types, and each
person may be characterize by one
or some combination of these types:
– (R) Realistic
– (I) Investigative
– (A) Artistic
– (S) Social
– (E) Enterprising
– (C) Conventional
10. • Occupational environments
can be divided into the same six
types, and each environment is
dominated by a particular type
of person.
11. • People search for environments that let
them:
• exercise their skills and abilities,
• express their attitudes and values
• take on problems and roles they find
stimulating and satisfying
• avoid chores or responsibilities they
find distasteful or formidable.
12. • Career choice and career
adjustment represent an
extension of a person’s
personality.
13. • Realistic types prefer to deal with Things.
• A person with a Realistic Personality tends to
be frank, practical, focused, mechanical,
determined, or rugged.
• Examples of Realistic Abilities include
manipulating tools, doing mechanical or manual
tasks, or doing athletic activities.
• Examples of Realistic Careers include
Craftsman, Fitness Trainer, Optician,
Policemen, Fire Fighter, and Physical
Education Teacher.
• Possible Realistic College Majors are Justice
Studies, Fire Science, Athletic Training,
Martial Arts, Corporate Fitness, and Physical
Education.
14. The Doers
Realistic
Are You:
Practical
Athletic
Straightforward
Mechanically inclined
A nature lover
Stable
Self-controlled
Independent
ambitious
Systematic
persistent
Can You:
Fix things
Solve problems
Play a sport
Read a blueprint
Operate tools or
machinery
Like to:
Tinker with objects
Work outdoors
Be physically active
Build things
Train animals
Work on equipment
15. • Investigative types prefer to deal with
Things and Ideas.
• A person with a Investigative Personality
tends to be analytical, intellectual,
reserved, independent, and scholarly.
• Examples of Investigative Abilities include
working with abstract ideas and intellectual
problems.
• Examples of Investigative Careers include
Biologist, Chemist, Historian, Researcher,
Doctor, and Mathematician.
• Possible Investigative College Majors
are Botany, Engineering, Forestry
Science, Physics, and Foreign Languages.
17. • Artistic types prefer to deal with Ideas and
People.
• A person with a Artistic Personality tends to
be Complicated, Original, Impulsive,
Independent, Expressive, and Creative.
• Examples of Artistic Abilities include
using imagination and feelings in
creative expression .
• Examples of Artistic Careers include Artist,
Musician, Actor/ Actress, Designer, Writer,
and Photographer.
• Possible Artistic College Majors are Art,
Theater, Graphic Design, Music, Journalism,
and Communication.
19. • Social types prefer to deal with People.
• A person with a Social Personality tends to be
Helping, Informing, Teaching,
Inspiring, Counseling, and Serving.
• Examples of Social Abilities include
Interacting with people and
concerned with the welfare of people.
• Examples of Social Careers include Teacher,
Clergy, Coach, Therapist, Nurse, Counselor, and
Sociologist.
• Possible Social College Majors are Nursing,
Christian Education, Counseling, Biblical
Studies, Social Science, and Education.
21. • Enterprising types prefer to deal with Data
and People.
• A person with an Enterprising Personality tends
to be Characteristics: Persuasive, Energetic,
Sociable, Adventurous, Ambitious, and
Risk-taking.
• Examples of Enterprising Abilities include
leading, managing, and organizing.
• Examples of Enterprising Careers
include Manager, Producer, Lawyer,
Business/ Marketing, Executive,
Entrepreneur, and Principal.
• Possible Enterprising College Majors
are Pre-Law, Business Management and
Administration, International Business, and
Political Science.
22. Enterprising
The Persuaders
Are You:
Self confident
Assertive
Sociable
Persuasive
Enthusiastic
Energetic
Adventurous
Impulsive
Ambitious
Inquisitive
Optimistic
Can You:
Initiate Projects
Convince
Sell
Give presentations
Lead a group
Organize activities
Like to:
Make decisions
Be elected to
office
Discuss politics
Participate in
activities
Lead others
23. • Conventional types prefer to deal with Data
and Things.
• A person with a Conventional Personality tends
to be Careful, Conforming, Conservative,
Conscientious, Self-controlled, and Structured.
• Examples of Conventional Abilities include
ordering activities paying attention to details.
• Examples of Conventional Careers include
Accountant, Banker, Editor, Office Manager,
Librarian, and Reporter.
• Possible Conventional College Majors
are Business, Accounting, and
Management.
24. Conventional
The ―Organizers‖
Are You:
Well organized
Accurate
Numerically inclined
Methodical
Conscientious
Efficient
Conforming
Structured
Ambitious
Persistent
Can You:
Work well
within a
system.
Keep
accurate
records.
Do
paperwork
well.
Like to:
Clear directions
Use data
Work with
numbers
Details?
Organize things
Play card or
computer games
25. Six Career Pathways
Santa Cruz County
Agriculture & Natural Resources
Realistic
Arts & Communications
Artistic
Business & Marketing Information Systems
Enterprising & Conventional
Engineering & Industrial Technology
Realistic
Home, Health & Recreation
Investigative & Social
Social, Human & Governmental Services
Social