About the Author
Paul D. Tieger is the Founder and CEO of SpeedReading People, LLC. He is an internationally recognized expert on – and author of five breakthrough books about – personality type including The Art of SpeedReading People and the one-million copy best-seller Do What You Are.
A jury consultant for twenty-five years, Paul pioneered the use of Personality Type to help trial attorneys understand and communicate with jurors and has worked on dozens of high profile civil and criminal cases including the first physician-assisted suicide trial of Dr. Jack Kevorkian. Paul holds a BS degree in Psychology and an MS in Organizational Behavior.
How understanding your children’s personality type is the key to helping them develop self-esteem.
Being a parent is by far the toughest, most rewarding job I’ve ever had.
I believe most people lucky enough to have kids would agree. I remember when my first child was born having a genuine epiphany. Up until that moment, my strongest primal instinct was my own survival. That changed in an instant when I realized I would give up my life, without a second thought, to save my child. I think all parents feel the same way.
Is there anyone on the planet who is not incredibly stressed these days?
Over the past few years, depression, anxiety, and alcohol and substance abuse have all skyrocketed. As have damaged relationships, disrupted careers, devastated finances, delayed social development, and numerous other consequences we are only now beginning to appreciate. And even before COVID-19, stress was a significant factor in increased heart disease, diabetes, asthma, and many other serious medical conditions.
We’re just starting to get a handle on the long-term effects of the COVID-19 pandemic. And while people of all ages have been impacted psychologically and economically, according to the Brookings Institute, those who will suffer the most from a work perspective are young adults.
With more and more people now fully vaccinated and mask restrictions being lifted, many employers are going to great lengths to get their people back in the office.
Let’s say you were going to field a basketball team. Now admittedly, I’m not a huge sports fan (basketball is the round orange ball, not the smaller pointy one, right?). But I do know enough to understand that different positions usually require different skill sets. For example, since rebounding is important for a team’s success, one would probably put the tallest players closest to the hoop. And the most agile ball handlers – who are often smaller and quicker – would be given the job of bringing the ball up court. Makes sense, right?
Over a 40-year career using personality type, I’ve trained thousands of people around the world, and been asked hundreds of questions. Here are the ten most frequently asked questions and answers.
As the famous Stephen Stills song goes: “If you can’t be with the one you love, love the one you’re with.” Although the song was written about personal relationships, the same philosophy is helpful to apply to your current job – especially if it’s not as satisfying and fulfilling as you’d like it to be.
The simple truth is most jobs allow a good deal of flexibility in how people perform their tasks. And while the COVID-19 pandemic has created many new obstacles to how many of us worked in the past, it has also created new opportunities.
In Part I of this blog, I shared some key interviewing strengths and potential blind spots for each of the sixteen types and suggested that you try to identify the one from each category that resonates most with you. Being able to capitalize on your strengths and mitigate your blind spots can make the difference between landing that great job, or not.
Like so many other things, the pandemic has turned pretty much every aspect of job hunting on its head. But “The Great Resignation” – the mass exit from the job market – has created new opportunities for job hunters, as employers scramble to fill tens of thousands of vacant positions.
By now, you’ve probably heard the term “The Great Resignation,” and maybe have even participated in it. Four point three million Americans quit their jobs in August (including over 500,000 healthcare workers), the highest monthly total since they started collecting this kind of data in 2000.
THE FINE PRINT:
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