Who Are You REALLY at Work?

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I’ve been through them all. I’ve probably taken most tests, or a battery of questionnaires related to behavior/attitudes/mindset, in work and life. For C-Suite positions, some assessments took up to 16 hours just completing the written components. As part of leadership development for a Fortune 50 company, they hired a leadership psychology firm to interview my entire family, high school/college friends and of course colleagues. Upon completion, the company flew my wife Kathleen and me to Martha’s Vineyard from Denver (on the company jet), where, using a Board Member’s beach home, two psychologists reviewed the results with us over the weekend. I was given six bespoke evaluation summary booklets as a guide (I still have them). It was a bone rattling, emotional experience. Kathleen and I still discuss it, and the pros/cons 25 years later.

I’ve also taken most of the “over the counter” tests that give one a preferred style, captured by letters, numbers and/or colors. Frankly, I usually don’t remember the outcome a few months after getting my results. I find that they are somewhat helpful in a broad brush way, yet too simplistic for me to seriously invest in.

I think it is very important to be self aware and any diagnostic instrument that helps, is somewhat useful. However I am reluctant to be labeled a certain way as a meaningful guide for others? Why?

While I have, as we all do, unique strengths and attributes, I have found that the application of my strengths and/or overcoming shortcomings to be enormously situational. It would be wrong for certain individuals, for example to assume that I was not strong empirically. While the world of numbers is not an area of expertise, I am very capable of engaging quantitatively. I would not want people to assume that “emotional and mushy Lorne” does not need to see the facts or numbers. Give him a teddy bear and a hug and he’ll be fine.

Sometimes I’m an extrovert, and at other times I’m an introvert. More often than not I’m prone to be an omnivert. Furthermore, I've changed over time. As an example, I have a greater need to share and teach now than in my early career, when execution dominated all.

We do need to understand and learn from each other’s stories. And we do have dominant areas of strengths to help us thrive. However, be cautious about labeling others AND ourselves. We are usually more complex than our surface trends. And as we become more self aware, it is an important skill to recognize that in others too. Deeply listen/observe and better understand the situation of others. Try hard to avoid leaning exclusively on labels. Be open minded and put reputation in the background. Seek out and reinforce a growth mindset in yourself and people around you. Make it possible to reinvent and grow. Remember you and I are much more than a cliche. You and I are unique. There is NO one really like us. And that’s why we are difference makers!

Think Big, Start Small, Act Now,

- Lorne

One Millennial View: This is why Belongify has something as simple yet effective as the “Connect Before Content” experience, as well as a sharable Connect Card. You are an individual, you were hired as an individual, you’re unique, and so is everyone else you work with. Learn about each person, not some grouped personality trait they may affiliate with, it’s more enriching and meaningful for all.

- Garrett

Edited and published by Garrett Rubis

Who Are You REALLY at Work?

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