Your career can still take off even if you're in a job that's the wrong fit! Learn three ways you can start discovering your strengths today, even in that dead end job.
The boss whisperer techniques to tame a bully boss rahila narejoRahila Narejo
Do you have a Bully Boss?
Someone who makes your life miserable all week by criticizing your every move?
Someone who creates more confusion than clarity?
Someone who gives you a 3-hour assignment that needs to be done right NOW at 5:29 pm?
You don't have to take a Bully Boss's constant abuse—and neither do you have to cop out by finding another job.
Here are 3 Science-backed Techniques to become a Boss Whisperer.
This document outlines a framework for a three-hour workshop for student leaders to identify and improve their leadership strengths using the Strengths Quest assessment tool. The workshop involves an introduction to Strengths Quest, administration of the quantitative assessment, and large and small group discussions of strengths. Participants are given opportunities to share resources and support with peers. Workshop effectiveness is evaluated through pre-and post-assessment surveys of student leaders to measure changes in self-evaluation, perceived leadership preparation, and satisfaction with institutional support.
The document discusses how to improve hiring practices and find the right candidates for jobs. It notes that companies often hire based on liking a candidate rather than fit for the role. Assessments that measure behaviors, skills, and traits can improve hiring success rates to 75% or higher. The document recommends developing structured interview questions focused on skills and behaviors, using multi-stage interviews and assessments, and matching candidates' characteristics to the specific requirements of the job.
The document outlines 11 reasons why the author will never hire graduates, including having an overly long resume, not preparing for interviews, dressing inappropriately, lacking social media expertise, having grammatical errors, being late or lacking courtesy, and not having internship experience. The author advises graduates to focus on creating a concise resume, thoroughly preparing for interviews, following up professionally, managing their social media presence appropriately, eliminating errors, and gaining internship experience to improve their chances of getting hired.
In this Slideshare deck Human Workplace CEO and Founder Liz Ryan explains what an Energetic Mismatch is, and why we should be talking about energy at work instead of writing people up or firing them when something goes wrong.
What is an Energetic Mismatch? At work, an Energetic Mismatch can mean that a person and a job are not a good match. We don't have to freak out and start Corrective Action or any Godzilla nonsense when we realize that the energy is off. We can stay human, be adults and make a plan to change the energy.
The boss whisperer techniques to tame a bully boss rahila narejoRahila Narejo
Do you have a Bully Boss?
Someone who makes your life miserable all week by criticizing your every move?
Someone who creates more confusion than clarity?
Someone who gives you a 3-hour assignment that needs to be done right NOW at 5:29 pm?
You don't have to take a Bully Boss's constant abuse—and neither do you have to cop out by finding another job.
Here are 3 Science-backed Techniques to become a Boss Whisperer.
This document outlines a framework for a three-hour workshop for student leaders to identify and improve their leadership strengths using the Strengths Quest assessment tool. The workshop involves an introduction to Strengths Quest, administration of the quantitative assessment, and large and small group discussions of strengths. Participants are given opportunities to share resources and support with peers. Workshop effectiveness is evaluated through pre-and post-assessment surveys of student leaders to measure changes in self-evaluation, perceived leadership preparation, and satisfaction with institutional support.
The document discusses how to improve hiring practices and find the right candidates for jobs. It notes that companies often hire based on liking a candidate rather than fit for the role. Assessments that measure behaviors, skills, and traits can improve hiring success rates to 75% or higher. The document recommends developing structured interview questions focused on skills and behaviors, using multi-stage interviews and assessments, and matching candidates' characteristics to the specific requirements of the job.
The document outlines 11 reasons why the author will never hire graduates, including having an overly long resume, not preparing for interviews, dressing inappropriately, lacking social media expertise, having grammatical errors, being late or lacking courtesy, and not having internship experience. The author advises graduates to focus on creating a concise resume, thoroughly preparing for interviews, following up professionally, managing their social media presence appropriately, eliminating errors, and gaining internship experience to improve their chances of getting hired.
In this Slideshare deck Human Workplace CEO and Founder Liz Ryan explains what an Energetic Mismatch is, and why we should be talking about energy at work instead of writing people up or firing them when something goes wrong.
What is an Energetic Mismatch? At work, an Energetic Mismatch can mean that a person and a job are not a good match. We don't have to freak out and start Corrective Action or any Godzilla nonsense when we realize that the energy is off. We can stay human, be adults and make a plan to change the energy.
Brent O'Bannon is an executive strengths coach who helps individuals and organizations unlock their potential by discovering their top 5 strengths. He shares the story of his client Brenda, who discovered her strengths through coaching and was able to get a promotion at her job as a result of understanding and applying her strengths. Discovering your strengths provides a new language to talk about what you do well and helps you focus on your natural talents rather than weaknesses, allowing you to achieve more success both personally and professionally.
1. The document discusses discovering the "SHAPE" of employees, which stands for Strengths, Heart, Attitudes, Passions, and Experiences.
2. It emphasizes the importance of understanding an employee's strengths and passions in order to place them in roles that allow them to perform at their best.
3. Discovering strengths and passions involves discussing them with employees, identifying skills they have or areas they are motivated in, and looking for signs of excitement about certain tasks or topics.
The document discusses discovering the "SHAPE" of employees, which stands for strengths, heart, attitude, personality, and experience. It provides examples and advice for managers on evaluating these aspects of employees to determine the best fit for roles and how to develop employees. Specifically, it encourages placing employees in positions that align with their strengths and passions to maximize productivity and satisfaction.
Reboot Podcast #06 - Do you avoid difficult conversations? – with Jerry Colon...rebootio
“If you bring forth what is within you, what you bring forth will save you. If you do not bring forth what is within you, what you do not bring forth will destroy you.”
Jesus, Gospel of Thomas
Do you have an innate desire to make people happy? And does that desire at times cause you to at hold back the truth, out of fear of perhaps hurting others and yourself? Carm Huntress is the CEO of RxReview, a company solving a big problem with big data - overspending on prescription drugs. The company started in January 2012 and is growing beyond it’s 11 employees. Carm realizes his nature as a people pleaser affects his leadership in detrimental ways. In this episode, Jerry and Carm unpack what it means to be fierce, and what’s behind the desire to make people happy. It’s a conversation that will leave you asking: “What if I led from place knew where i knew I was good and also know there are things I want to do better?”
Enjoy the conversation...
Q’s
What if you led from a place in which you knew you were good and knew the things you wanted to do better?
This document provides advice and guidance on answering common interview questions. For the question "Tell me about yourself", the summary recommends focusing on present qualifications for the position rather than personal history. For the question "What are your strengths?", the summary suggests preparing examples of strengths aligned with the job requirements. And for "What was the toughest decision you ever had to make?", being prepared with a relevant example is key. In all cases, the main strategy is to uncover the interviewer's needs and align your responses directly to those needs.
This document provides answers to common HR interview questions. It discusses how to answer questions about yourself, your strengths and weaknesses, reasons for leaving previous jobs, career goals, and objections the interviewer may raise. The key advice is to uncover the interviewer's needs before answering in order to highlight how you meet those needs. Examples are given for positively addressing questions about firing, salary expectations, and concerns about being overqualified. The overall strategy presented is to focus answers on convincing the interviewer you are the best fit for the position.
The candidate's greatest strengths are their positive thinking and honesty. They describe their ideal job as one that allows growth, where they can make a positive contribution and feel comfortable with coworkers, pays a decent salary, and is interesting enough to motivate continued self-education. Regarding reporting to younger or lower-level employees, the candidate believes every individual deserves respect for what they have earned. They also say they can work under pressure by managing different situations and using it as an opportunity to prove their skills and talents.
The document provides information on coping with stress. It discusses two types of stress: distress, which is destructive, and eustress, which is constructive. It emphasizes that seeking a stress-free life is unrealistic and unhealthy, and that the first step to coping with stress is accepting that some level of stress is inevitable. It also stresses the importance of self-assessment to understand one's "MAP" (Motivational Abilities Pattern) and ensure one is pursuing activities aligned with their natural talents and passions to minimize unnecessary distress. The document outlines a process of assessing sources of stress in one's life and addressing them through prioritization and problem-solving.
Personal Designing from Systems Thinking to Systems Being using the respons- ability for every human being. Articulating the process is about the embodiment of Evolutionary Leadership
If you are looking for a job or soon may be, join Tony Beshara for a FREE 60-minute webinar introducing The Job Search Solution.
The Job Search Solution is a fail-safe system that has helped more than 100,000 people find a new job. With the Job Search Solution, you won’t have to worry about results. This system is not theory. It’s a practical, in the trenches, reality!
There are three major reasons people have trouble finding a job. They don't know what to do! They don't know how to do it! They don't do enough of it! A recent survey found that 86% of a group of 15,000 job seekers were resorting to only two activities to find a job...calling a few friends and sending resumes to internet job postings. The Job Search Solution explains exactly what to do for an effective job search well beyond these two fruitless activities. It details exactly how to do all of the right things to land a job, and it helps you manage the process so you do enough of it. It is an intense, systematic, step-by-step process.
Learn more about The Job Search Solution now at www.thejobsearchsolution.com
Discover Your Impact: A Roadmap to Building InfluenceMariah Haberman
You don't need a fancy job title to make a positive and powerful impact on the people around you. So how are you influencing others? We're delving into the art of persuasion and examining the skills required to move the needle, convince others and inspire action.
This document provides advice on answering 30 common interview questions. It suggests focusing answers on matching skills to the job, being positive, doing research on the company, and providing concrete examples. For questions about weaknesses, one should de-emphasize flaws and explain how they are working to improve. Emphasize strengths and traits that would make one a good coworker, such as respect, commitment, and ability to work as part of a team.
Positive attitudes in the workplace have many benefits, including improved communications, better teamwork, increased morale and higher productivity. Maintaining a positive attitude can be challenging, but volunteering, showing appreciation for coworkers, avoiding negativity, and recharging yourself can help create a positive environment. One person with a positive attitude can influence others and make a difference in the overall workplace culture.
Any individuals who are in the business of leading, motivating and inspiring others should give careful consideration to embarking on a self-development program of any kind first to have a critical look at them. This is important to knowing yourself well in order to determine what areas that need further improvement.
Once an area of improvement is identified, then fixing it would be much simpler. I like to call this process the “scientific way” because it is an empirical approach in diagnosing the issues and rectifying it.
There is 3 processes involved in this:
1) Identifying 2) Admitting 3) Addressing
We begin by first identifying our focus and gaps. If we intend to change for the better, it is important we be outright honest with ourselves by asking simple questions first. What are our strengths, weaknesses and aspirations? Write it down onto a piece of paperBy these two individuals’ examples, you can tell that they each have very distinct personalities. Since we are all brought up differently due to our teachings and environment, we are moulded to who we are today.
Some might argue certain characteristics (strengths and weaknesses) are passed down from generation to generation, but these can be tweaked, granted if you have the intention to change in the first place.
Strength – is the fundamental aspect of yourself. It is what makes you who you are today! Certain people are attracted to you because you exhibit these types of traits that they want to emulate or know you better.
Weakness – the other brother of strength and everyone has it whether they admit it or not. These are the traits you want to consider improving.
Aspirations – Usually associated with your hopes and ambitions in achieving something.
Back to the individuals’ examples, Individual A is someone who is driven and ambitious and usually they are the people who are involved in corporate and sales line (I guess you can begin to picture some of your surrounding friends). They are dead right focused, goal- oriented and most likely loves challenges. On the flip side, they might turn out to be rather unkind and does not seem to appreciate the goodness in other people.
Inner Strength Manifesto
2|Page
Now take a look at what you had wrote in the paper, I want you to embrace your strengths and begin to genuinely accept and acknowledge your weaknesses. Because you see, if you can’t even accept that part of yours, it is very hard to move forward to the next stage.
The irony?
Most people write down their “weaknesses” and frown, either they think it is a small matter or they find it difficult to admit.
30 thing you should never say in job interview by- pratap tambePratap Tambe
This document summarizes 30 common mistakes people make during job interviews that could negatively impact their chances of getting the job. Some of the key mistakes include badmouthing previous employers, appearing unprepared by not researching the company, oversharing personal details, using filler words, and asking about benefits like vacation time before discussing what value you can provide. The document provides brief explanations for why each mistake should be avoided and tips for more effective interview responses.
The document discusses how to turn life experiences into profitable brand stories. It explains that stories are important for businesses because they make products memorable, resonate with customers, show personality, ease buying decisions, and increase revenue and engagement. The site teaches a three phase "storymakers process" to discover, shape, and share personal stories in a way that positions someone as an expert and attracts clients. It also offers storytelling products and services.
This document provides advice on how to answer 23 common interview questions. It discusses strategies for answering questions about yourself, your previous job experience, why you want the job, your strengths and weaknesses, salary expectations, teamwork, suggestions you've made, coworkers, managers, motivations, and whether you prefer being liked or feared. The key advice is to stay positive, highlight relevant experiences and strengths, and avoid criticizing past employers or coworkers.
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.
Brent O'Bannon is an executive strengths coach who helps individuals and organizations unlock their potential by discovering their top 5 strengths. He shares the story of his client Brenda, who discovered her strengths through coaching and was able to get a promotion at her job as a result of understanding and applying her strengths. Discovering your strengths provides a new language to talk about what you do well and helps you focus on your natural talents rather than weaknesses, allowing you to achieve more success both personally and professionally.
1. The document discusses discovering the "SHAPE" of employees, which stands for Strengths, Heart, Attitudes, Passions, and Experiences.
2. It emphasizes the importance of understanding an employee's strengths and passions in order to place them in roles that allow them to perform at their best.
3. Discovering strengths and passions involves discussing them with employees, identifying skills they have or areas they are motivated in, and looking for signs of excitement about certain tasks or topics.
The document discusses discovering the "SHAPE" of employees, which stands for strengths, heart, attitude, personality, and experience. It provides examples and advice for managers on evaluating these aspects of employees to determine the best fit for roles and how to develop employees. Specifically, it encourages placing employees in positions that align with their strengths and passions to maximize productivity and satisfaction.
Reboot Podcast #06 - Do you avoid difficult conversations? – with Jerry Colon...rebootio
“If you bring forth what is within you, what you bring forth will save you. If you do not bring forth what is within you, what you do not bring forth will destroy you.”
Jesus, Gospel of Thomas
Do you have an innate desire to make people happy? And does that desire at times cause you to at hold back the truth, out of fear of perhaps hurting others and yourself? Carm Huntress is the CEO of RxReview, a company solving a big problem with big data - overspending on prescription drugs. The company started in January 2012 and is growing beyond it’s 11 employees. Carm realizes his nature as a people pleaser affects his leadership in detrimental ways. In this episode, Jerry and Carm unpack what it means to be fierce, and what’s behind the desire to make people happy. It’s a conversation that will leave you asking: “What if I led from place knew where i knew I was good and also know there are things I want to do better?”
Enjoy the conversation...
Q’s
What if you led from a place in which you knew you were good and knew the things you wanted to do better?
This document provides advice and guidance on answering common interview questions. For the question "Tell me about yourself", the summary recommends focusing on present qualifications for the position rather than personal history. For the question "What are your strengths?", the summary suggests preparing examples of strengths aligned with the job requirements. And for "What was the toughest decision you ever had to make?", being prepared with a relevant example is key. In all cases, the main strategy is to uncover the interviewer's needs and align your responses directly to those needs.
This document provides answers to common HR interview questions. It discusses how to answer questions about yourself, your strengths and weaknesses, reasons for leaving previous jobs, career goals, and objections the interviewer may raise. The key advice is to uncover the interviewer's needs before answering in order to highlight how you meet those needs. Examples are given for positively addressing questions about firing, salary expectations, and concerns about being overqualified. The overall strategy presented is to focus answers on convincing the interviewer you are the best fit for the position.
The candidate's greatest strengths are their positive thinking and honesty. They describe their ideal job as one that allows growth, where they can make a positive contribution and feel comfortable with coworkers, pays a decent salary, and is interesting enough to motivate continued self-education. Regarding reporting to younger or lower-level employees, the candidate believes every individual deserves respect for what they have earned. They also say they can work under pressure by managing different situations and using it as an opportunity to prove their skills and talents.
The document provides information on coping with stress. It discusses two types of stress: distress, which is destructive, and eustress, which is constructive. It emphasizes that seeking a stress-free life is unrealistic and unhealthy, and that the first step to coping with stress is accepting that some level of stress is inevitable. It also stresses the importance of self-assessment to understand one's "MAP" (Motivational Abilities Pattern) and ensure one is pursuing activities aligned with their natural talents and passions to minimize unnecessary distress. The document outlines a process of assessing sources of stress in one's life and addressing them through prioritization and problem-solving.
Personal Designing from Systems Thinking to Systems Being using the respons- ability for every human being. Articulating the process is about the embodiment of Evolutionary Leadership
If you are looking for a job or soon may be, join Tony Beshara for a FREE 60-minute webinar introducing The Job Search Solution.
The Job Search Solution is a fail-safe system that has helped more than 100,000 people find a new job. With the Job Search Solution, you won’t have to worry about results. This system is not theory. It’s a practical, in the trenches, reality!
There are three major reasons people have trouble finding a job. They don't know what to do! They don't know how to do it! They don't do enough of it! A recent survey found that 86% of a group of 15,000 job seekers were resorting to only two activities to find a job...calling a few friends and sending resumes to internet job postings. The Job Search Solution explains exactly what to do for an effective job search well beyond these two fruitless activities. It details exactly how to do all of the right things to land a job, and it helps you manage the process so you do enough of it. It is an intense, systematic, step-by-step process.
Learn more about The Job Search Solution now at www.thejobsearchsolution.com
Discover Your Impact: A Roadmap to Building InfluenceMariah Haberman
You don't need a fancy job title to make a positive and powerful impact on the people around you. So how are you influencing others? We're delving into the art of persuasion and examining the skills required to move the needle, convince others and inspire action.
This document provides advice on answering 30 common interview questions. It suggests focusing answers on matching skills to the job, being positive, doing research on the company, and providing concrete examples. For questions about weaknesses, one should de-emphasize flaws and explain how they are working to improve. Emphasize strengths and traits that would make one a good coworker, such as respect, commitment, and ability to work as part of a team.
Positive attitudes in the workplace have many benefits, including improved communications, better teamwork, increased morale and higher productivity. Maintaining a positive attitude can be challenging, but volunteering, showing appreciation for coworkers, avoiding negativity, and recharging yourself can help create a positive environment. One person with a positive attitude can influence others and make a difference in the overall workplace culture.
Any individuals who are in the business of leading, motivating and inspiring others should give careful consideration to embarking on a self-development program of any kind first to have a critical look at them. This is important to knowing yourself well in order to determine what areas that need further improvement.
Once an area of improvement is identified, then fixing it would be much simpler. I like to call this process the “scientific way” because it is an empirical approach in diagnosing the issues and rectifying it.
There is 3 processes involved in this:
1) Identifying 2) Admitting 3) Addressing
We begin by first identifying our focus and gaps. If we intend to change for the better, it is important we be outright honest with ourselves by asking simple questions first. What are our strengths, weaknesses and aspirations? Write it down onto a piece of paperBy these two individuals’ examples, you can tell that they each have very distinct personalities. Since we are all brought up differently due to our teachings and environment, we are moulded to who we are today.
Some might argue certain characteristics (strengths and weaknesses) are passed down from generation to generation, but these can be tweaked, granted if you have the intention to change in the first place.
Strength – is the fundamental aspect of yourself. It is what makes you who you are today! Certain people are attracted to you because you exhibit these types of traits that they want to emulate or know you better.
Weakness – the other brother of strength and everyone has it whether they admit it or not. These are the traits you want to consider improving.
Aspirations – Usually associated with your hopes and ambitions in achieving something.
Back to the individuals’ examples, Individual A is someone who is driven and ambitious and usually they are the people who are involved in corporate and sales line (I guess you can begin to picture some of your surrounding friends). They are dead right focused, goal- oriented and most likely loves challenges. On the flip side, they might turn out to be rather unkind and does not seem to appreciate the goodness in other people.
Inner Strength Manifesto
2|Page
Now take a look at what you had wrote in the paper, I want you to embrace your strengths and begin to genuinely accept and acknowledge your weaknesses. Because you see, if you can’t even accept that part of yours, it is very hard to move forward to the next stage.
The irony?
Most people write down their “weaknesses” and frown, either they think it is a small matter or they find it difficult to admit.
30 thing you should never say in job interview by- pratap tambePratap Tambe
This document summarizes 30 common mistakes people make during job interviews that could negatively impact their chances of getting the job. Some of the key mistakes include badmouthing previous employers, appearing unprepared by not researching the company, oversharing personal details, using filler words, and asking about benefits like vacation time before discussing what value you can provide. The document provides brief explanations for why each mistake should be avoided and tips for more effective interview responses.
The document discusses how to turn life experiences into profitable brand stories. It explains that stories are important for businesses because they make products memorable, resonate with customers, show personality, ease buying decisions, and increase revenue and engagement. The site teaches a three phase "storymakers process" to discover, shape, and share personal stories in a way that positions someone as an expert and attracts clients. It also offers storytelling products and services.
This document provides advice on how to answer 23 common interview questions. It discusses strategies for answering questions about yourself, your previous job experience, why you want the job, your strengths and weaknesses, salary expectations, teamwork, suggestions you've made, coworkers, managers, motivations, and whether you prefer being liked or feared. The key advice is to stay positive, highlight relevant experiences and strengths, and avoid criticizing past employers or coworkers.
Similar to How to Discover Your Strengths in a Dead End Job (20)
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
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Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
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Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
4. IN FACT...
W W W . M E G A N L E A T H E R M A N . C O M
Only 20% of employees surveyed in
a major Gallup poll reported that
they regularly get to use their
strengths on the job.
5. THAT'S TRAGIC!
W W W . M E G A N L E A T H E R M A N . C O M
It's tragic because discovering
and using your strengths in your
career is one of the greatest gifts
you can give.
7. THIS IS ACTUALLY A GREAT
OPPORTUNITY
W W W . M E G A N L E A T H E R M A N . C O M
A dead end job can act as a
reflection, showing you what
you like and don't like.
We learn so much about
ourselves when something
isn't working.
8. AS MICHAEL CARROLL
SAYS...
W W W . M E G A N L E A T H E R M A N . C O M
Maybe problems arise at
work not as interruptions or
intrusions, but as invitations
to gain real wisdom.
10. FIRST, WE SHOULD DEFINE
"STRENGTH"
W W W . M E G A N L E A T H E R M A N . C O M
I'll use Marcus Buckingham's definition, which breaks a
strength into 3 parts:
Raw talent (what you were born with)
Knowledge (experiential and factbased)
Skills (what it takes to complete an activity)
12. AND SURE, HUMANS ARE
GREAT AT LEARNING...
W W W . M E G A N L E A T H E R M A N . C O M
But without tapping into
our natural abilities, our
careers are going to feel
totally forced and, well, like
dead ends.
13. OK, BACK TO DISCOVERING
THOSE STRENGTHS:
W W W . M E G A N L E A T H E R M A N . C O M
Here are 3 things you can do today, in
this job, to start learning about and
nurturing your unique set of strengths
(those special combinations of talent,
knowledge, and skills you have).
14. 1: BE MINDFUL
W W W . M E G A N L E A T H E R M A N . C O M
Start getting to know what feels like
the right fit, and what feels like the
wrong fit.
Practice being more present so that you
can hear your inner "yes" and "no."
15. BE MINDFUL
W W W . M E G A N L E A T H E R M A N . C O M
In order for you to sense what you're
naturally good at, you have to be able
to think, feel, and see clearly.
16. BE MINDFUL
W W W . M E G A N L E A T H E R M A N . C O M
Many of us are going a million miles a minute
in ever-changing workplaces. and we miss so
much by working frenetically.
Today, practice being more mindful - pay
attention to what your intuition is trying to tell
you.
17. HERE'S A MINDFULNESS TRICK:
W W W . M E G A N L E A T H E R M A N . C O M
The next time you get a cup of
coffee, tea or water, simply observe
the action. What does the mug look
and feel like in your hand? What do
you hear around you? How does
the drink taste and smell?
Just start training your brain to be in
the present moment.
18. 2: FEEL IT IN YOUR BODY
W W W . M E G A N L E A T H E R M A N . C O M
Discovering and living out your strengths isn't just an
intellectual exercise.
For this to work, you have to FEEL it...it has to be a visceral
experience.
19. WHEN HAVE YOU FELT
GOOD?
W W W . M E G A N L E A T H E R M A N . C O M
When was the last time you felt good at work?
How did you feel when you nailed that presentation?
How about when you really got through to that employee?
Strengths feel good.
So find what feels good in your job today and do more of it.
20. 3: STRENGTHS V.
COMPETENCIES
W W W . M E G A N L E A T H E R M A N . C O M
It can be hard to figure out what's a true strength and what's
a competency, which is more knowledge and skill-based.
For example, if you're an Excel whiz but don't really enjoy
editing everyone else's spreadsheets, is that a strength?
21. IT DEPENDS...
W W W . M E G A N L E A T H E R M A N . C O M
It depends on whether it feels good.
Marcus Buckingham says that a strength is something you feel
STRENGTHENED by.
So unless you feel like a better, healthier person when you're
working in Excel, it needs to stay put as a competency.