What do I want to be when I grow up?

As you begin your job search, whether it is due to downsizing, mid-life career change, new graduate or health issues, one’s job choice may provide satisfaction and enjoyment or doom and gloom. A career choice that is randomly selected or not planned to suit one’s interest and values usually does not provide the rewards that a planned approach to the choice can provide. Choosing a job is one of the most difficult things you may do in your lifetime. Asking yourself and honestly answering questions about your education, interests, life experiences, values, abilities and work history will assist you with your job selection. There are numerous “how to” books on career counseling and choices which can be overwhelming. This article will hopefully provide you with taking that first systematic step to choosing a rewarding job and career.

Your behavior style reflects your personal work style and affects the way we communicate during a job interview and with our co-workers. What kind of person are you? Are you a controller with a major focus on results and a driving need to control? Are you a stabilizer with a major focus on relationships and a driving need for security? Are you an analyzer with a major focus on perfectionism and a driving need to be right? Are you a persuader with a major focus on people and a driving need to be liked? Take a few minutes to find out about yourself and how you relate to others. When you know a little more about yourself, you will make a more informed decision about your job selection and how to positively convey your skills and abilities during your job interview and how you communicate on the job.

Controllers’ strengths include making fast decisions, accepting challenges, generating ideas, adapting to change and use conflict as a tool for taking action. Controllers encounter difficulty with communicating expectations, working in teams, listening, paying attention to detail and expressing emotions. Controllers encounter stress on the job when they are not in control, personally criticized, encounter inaction and inefficiency and blocked from accomplishments. Controllers react to stress on the job by exploding, blaming others, dictating and suppressing emotions.

Stabilizers’ strengths include dependability, working in teams, and organizing relationships. Stabilizers are warm and friendly, systematic and thorough. Stabilizers encounter difficulty with initiating, making quick decisions, taking risks, conflict and spend too much time doing things for others. Stabilizers encounter stress on the job when confronted, with rapid or too much change, and when they are not appreciated. Stabilizers react to stress on the job by worrying and waiting too long to act, avoiding a situation, telling others and giving in.

Analyzers’ strengths include self-discipline and logical, well thought-out opinions. Analyzers use facts, data and history, follow rules and standards and assimilate information. Analyzers encounter difficulty with taking action immediately, sharing in teams, communicating to others and lose sight of the “big picture”. Analyzers encounter stress on the job when standards are not met, don’t know the rules, forced to make fast decisions and when their work is criticized. Analyzers react to stress on the job with nitpicking, leaving, and proving they are right.

Persuaders’ strengths include their verbal skills, optimism, stimulate others into action and initiates quickly. Persuaders encounter difficulty with planning work, following through, setting realistic time frames and becoming overly emotional. Persuaders encounter stress on the job when there is limited opportunity to express opinions, isolated, personally rejected and is belittled by sarcastic comments. Persuaders react to stress on the job with verbal attacks, talking about everything, crying and overreacting emotionally.

Once you identify your personal work style, practice expressing and communicating your strengths. Investigate what stress reducing activities can help with how you react to stress on the job.

What do I want to be when I grow up? Part 2 addresses pulling your interests, values, work history, education and life experiences together to assist with identifying vocational objectives.