April 1, 2025 • 18 mins
The Big Five Personality Traits and how they relate to career growth:
- Openness to Experience
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism (emotional stability)
Traits linked to higher promotion rates:
- Extraversion – Helps with visibility and networking
- Conscientiousness – Correlates with high performance and dependability
- Emotional Stability – Supports calm decision-making under stress
Traits that may hold you back:
- High Neuroticism – Linked to stress and fewer promotions
- High Agreeableness – May lead to under-negotiation or lack of assertiveness
How industry and job type matter:
- Extraversion is vital in sales, but not in solitary roles like programming
- Openness helps in creative fields, while conscientiousness is king in structured jobs
Practical strategies to grow your promotability, even if your natural traits don’t match the “ideal”:
- Communication tips for introverts
- Stress management for emotionally reactive individuals
- Assertiveness coaching for agreeable personalities
Your personality isn’t a limit—it’s a tool. Learn to leverage your strengths and develop the right skills to stand out and move up.
https://moveupcareers.com/strategycall
https://podcasts.apple.com/us/podcast/the-job-interview-experience/id1538223546
https://moveupcareers.com/survey
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Volt 2 (00:00):
Have you ever wondered what types, what vibes help
people get promoted?
It's not just skills that'sbecome obvious to me and many
others.
I've been incredibly frustratedto see leader's nephew get
promoted or neighbor orwhatever, when they are the
(00:23):
possibly worst person topromote.
Out of many.
I've also seen the exact rightperson get promoted.
I've been lucky enough topromote those people, tell them,
Hey, you've done so incredible.
This looks like what you wannado, and we wanna give it to you
and let you run with it.
However, there is more to thisand there are skills that you
can adapt or try and get rid ofthat will help you grow.
(00:48):
Today I'm exploring the questionthat hopefully you've wondered
about.
Do certain personality traitsthemselves help you get
promoted?
I can't list every skill here'cause it completely depends on
the job, right?
The skills are.
A part of this, but noteverything.
So do certain personality traitshelp you get promoted?
The answer is yes.
And there's some science thatbacks this up as well.
(01:10):
So we're gonna combine myobservations with some research.
The big five personality traitsare what comes into play here,
and I'm gonna.
Dig into which one of these arelinked to promotions, how they
can play out differently by jobtype, and what you can actually
do to improve your promoteability no matter what your
natural wiring is.
(01:35):
The Big five personality traitsare openness to experience, so
that is curiosity, creativity,willingness to try new things,
conscientiousness, soorganization, dependability,
work ethic, extroversion.
I hate to say this for youintroverts, but sociability,
assertiveness, comfort withvisibility is huge.
(01:57):
Agreeableness.
Being able to cooperate, beingkind.
Try and do that as often aspossible, and a desire to
maintain harmony andneuroticism.
And emotional instability,anxiety, sensitivity to stress.
Low neuroticism means highemotional stability.
Those are the traits that are,they're relatively stable over
(02:20):
time.
You're probably not going tobecome a totally different
person, but you can build skillsthat enhance these traits.
Most likely to help you succeed.
If you are an introvert, you'reprobably.
Born that way.
But you can take little steps tobe a little more outspoken, to
show up to more events, to bemore visible at your company
(02:44):
because it's hard to getpromoted when very few people
know you're there or you don'tpush your skills and
accomplishments like extrovertstend to do nonstop.
Let's start with the big ones.
Which is starting withextroversion.
People that are high inextroversion get noticed, and
even if they get noticed for alot of bad things along with the
(03:05):
good things, when you're top ofmind, it just makes a
difference.
They speak up in meetings, buildnetworks at work, outside of
work, and tend to make strong.
First impressions, thevisibility often leads to more
opportunities.
It's just the way it's, I founda study published by The Journal
of Vocational Behavior and itfound that extroverts have
(03:27):
higher satisfaction withpromotions and were more likely
to move up.
They enjoy getting promotionsmore than introverts.
Doesn't mean introverts aredoomed.
We'll get to that later.
It does mean being seen andheard plays a big role
conscientiousness.
This means reliable, organizedpeople who deliver on their
(03:49):
promises, those people tend toget promoted.
Uh, especially by owners andmanagers that are a little more
strict on things.
This trait is consistentlylinked with high performance
reviews across industries.
Even if your work isn't thebest.
Doing it on time, submitting iton time, things like that.
(04:10):
Being reliable in those ways issuper important.
If you had to bet on one traitfor long-term career success,
this is probably it.
Think about the people who arealways late for the work.
Zoom meetings, don't send whatthey need always.
Ha.
Like when you say, Hey, is thisproject due?
They're like, uh, what?
Um, oh, I forgot about that.
Sorry.
It's really hard to wannapromote people like that,
especially when they'reconsistently that way.
(04:32):
Number three is emotionalstability.
People who handle stress well,who stay cool under pressure
tend to earn more trust.
A jobless survey found that 30%of people with high neuroticism
have never been promotedcompared to just 20% of those
with high emotional stability.
That's a actually a bigdifference.
(04:53):
What are the other traits?
Openness to experience can helpin creative fields like
advertising design.
Innovative roles, but it's notas tightly tied to promotions
across the board.
What helps with this most andwhat I've witnessed holds a lot
of people back, and I see this alot more of people that are
further later in their careers,is resistance to change.
(05:18):
Being the first person to utterthat you don't like a new
system, or that you're gonnaquit if they implement it, or
that you just got new software,now you have to learn something
new.
All of those things, right?
That resistance does not helpcompanies move forward.
And of course, agreeableness,it's a wild card.
It helps you be a team player,but too much agreeableness might
(05:40):
actually I think, hold you backin promotion discussions and
salary negotiations.
You need to advocate foryourself and when you're always
putting the team first orwanting other people to succeed
as well.
I know it sounds mean, but.
Sometimes you'll be seen as oh,uh, if, if we don't give Matthew
this promotion, he won't mind.
He's always cool witheverything.
(06:02):
We'll give it to someone elseinstead because they're really
pushing hard for it.
It does depend on the job.
The same trait can be anadvantage in one role and a
disadvantage in another.
In sales and client facingroles, extroversion is really
important In programming orresearch, introversion might be
just fine or even preferred,like you don't necessarily like
(06:25):
you want some roles like that.
To get their head down and get alot done.
And when they're constantlytalking to their coworkers,
that's, they're not get movingtowards the things you want them
to move towards.
And creative industries,openness is a big deal.
In more structured environmentslike law or accounting,
(06:47):
conscientiousness and emotions,emotional stability are much
more important than openness andcreativeness.
And maybe in law, creativenesscan help you.
S win a case or seize thingsfrom a different angle, but for
the most part, you need toadhere to what the books say.
Same thing with accounting.
We have all heard the term, ormany of us have heard the term
(07:07):
creative accounting.
It's not always looked at as agood thing.
A little bit riskier that way.
A study from the University ofEdinburgh found that
extroversion and openness showedthe largest differences across
job types.
Know your strengths and wherethey shine.
That matters.
I don't think being anextrovert.
Will necessarily hurt you injobs where it's not needed.
(07:29):
You just need to know how tobalance it and see if maybe
you're frustrating.
Your coworkers or your bossesare noticing that you're talking
and gossiping or whatever, morethan you're working.
Do you see how these balancesmatter?
how do you work with yourpersonality and not against it?
One of the things I like to talkabout, I probably don't talk
about enough, and something I'velearned and OB observed, is if
(07:50):
you try and do or be somethingthat you're not naturally good
at in a professional role, youwill exhaust yourself.
If you're an introvert and youwanna make a lot more money, so
you try and have a sales jobthat works.
I've actually known someincredibly successful
salespeople that are completeintroverts.
They make it work however.
(08:11):
However, is many of youintroverts might know?
No, or have recognized inyourselves.
If you're introverted and you goto a big conference, you'll be
like completely exhausted by thefirst day.
The second day, it drains allthe energy out of you for an
extrovert, they'll go to thoseand they'll be more amped up.
They'll stay up till 4:00 AMtalking to everybody.
Trying to be something you'renot will exhaust you and it
(08:32):
probably won't work out.
Now, obviously if you're alittle introverted or you're
introverted, doesn't mean it.
Cuts off everything.
It's just understanding thatyour motivation for doing things
needs to be grounded in what youknow you're good at, what you
can get better at, and notthings that will kill you if you
try and do.
(08:52):
Personality traits are fairlystable.
Skills aren't so you can developthe behaviors that boost
promotability without pretendingor trying to be something you're
not and likely won't evercompletely be.
If you're introverted, you don'thave to become that social
butterfly.
But building bettercommunication skills, especially
(09:12):
in meetings and interviews,learning about.
Pace and saying andunderstanding exactly what needs
to be said to close the deal, toget the point across.
Uh, something like Toast Mastersor even joining a group project
can boost your visibilitywithout burning you out.
I had a guest a while ago whohas the Improve IT program and
(09:33):
she.
Does improv classes in thecorporate world, which is one of
those things that I think wouldhelp an introvert a lot.
I, I wanna do it myself, right?
Help you be quick on your feetand shake off some of those
nerves.
If you're high in neuroticism,it's not your fault.
But it is your responsibility.
(09:55):
So practice mindfulnessexercises, talk to a coach or
therapist to help you throughsome of these things that you've
noticed and I've identified.
Come up at work, managing yourstress and.
Presenting calm under pressurecan absolutely shift how others
see you.
(10:15):
I am not going to recommend howto get better in those areas.
I think a therapist or a coachcould help you do that.
It's so different for eachperson, but finding things and
pushing a little bit out of yourcomfort zone can make a big
difference.
If you can identify that you'relow in conscientiousness, use
systems, set reminders.
Use a planner, respect them.
(10:36):
Track your deadlines.
You can build structure intoyour day and earn or re-earn the
reputation of being dependable.
This is something you can fix.
It might not come natural, butyou can do it, and if you don't,
you're gonna stay stuck ifyou're too agreeable.
This is a challenge of mine.
(10:56):
I'm either way too disagreeableand it's fun, and I love
debating things.
Most of the time I find myself Ican be a little too nice.
Learn to speak up for yourvalues.
Practice negotiation.
Being kind and being assertivearen't mutually exclusive.
You can be both.
I.
I'll note that sometimes I'venoticed in people, they decide
(11:17):
I'm gonna be assertive.
I'm gonna be a boss.
I'm a I, you've maybe heardpeople, maybe you've said this.
I'm gonna stop saying yes toeverything and just say no, and
not make excuses.
All you can do your style, butjust remember some people come
to you and they just wanna benice.
And so if someone says, Hey, youwant to go out for, grab dinner
with all of us after work today,if you just say no.
(11:40):
Because you're standing up foryourself and you're not making
excuses or anything like that.
Just realize that some peopleare just keeping it simple and
being nice and inviting you andbeing too assertive or too, like
standing your ground too much onthings that don't matter when
people are trying to be kind orhelp you.
I've seen that backfire and alot of people, they don't
realize they're doing it orbeing that way.
(12:02):
They're trying something new andit can come off as, I'd just say
unpleasant, unkind.
Some real world scenarios, anextrovert and conscientious
sales rep, so she networks well,consistently hits her, net her
numbers, and speaks confidentlyin meetings.
(12:24):
Unsurprisingly, she's fast trackto sales.
Manager or just making way moremoney and not being sales
manager.
A brilliant but introvertedprogrammer writes, follow code,
always meets deadlines, but he'squiet in meetings and leadership
isn't aware of any of hiscontributions unless he starts
(12:45):
communicating his value moreclearly.
Tracking and saying it out loud.
He might get passed up forpromotions despite being clearly
capable, maybe his manager orcoworker is taking credit.
Different traits, differentstrengths, different paths to
growth.
Both people could make the exactsame amount of money and have
(13:06):
the exact same satisfaction.
Your personality isn't your.
Destiny, and it doesn't defineyour ceiling, it just tells you
what ladder you are currentlyclimbing.
Promotions don't go to theperfect personality.
(13:26):
They go to people who learn,adapt, and leverage their
strengths while addressing theirgaps.
When I coach people, one of thebiggest things we coach on is if
you're asked about yourweaknesses, identifying a
weakness is good, and we workout which type to identify.
Everyone can identifyweaknesses.
The people who grow and getpromoted, get hired, earn trust.
(13:47):
They're the people who not onlyidentify weaknesses, they put
together structured game plansto improve and say that out loud
at something like a jobinterview.
So here's some homework for you.
I would highly recommend youtake.
Uh, a big five assessment.
They're free.
(14:08):
Along with that, you canobviously do like personality
type assessments, find reputableones, uh, strengths finders,
disc.
There's a bunch out there thatmesh professional and personal.
Identify your top traits andidentify your blind spots.
Choose one skill to build thismonth.
(14:31):
That aligns with your goals.
And I'd say, remember, when itcomes to promotion, it's not
about just changing who you areto get it.
It's about growing who you are,leveraging your top skills and
strengths and personalitystrengths, and doing what it
takes, figuring out what youneed to do to grow and mature
(14:53):
into the next level.
These same qualities, these samepersonality traits are things
that I learn to quickly observein job interviews.
Not that I nail it all at once,or that I'm a psychologist who
can identify all of this just bysitting across from someone, but
it's very easy to see if someoneis interviewing for.
(15:14):
A sales job and they are highlyintroverted.
I can, you can tell that withinthe first couple seconds.
You can tell how they'll sitacross from clients from the way
they sit across to you in aninterview.
Also, I've interviewed somehighly neurotic people who show
up a certain way, behave acertain way, and despite them
having a lot of experience,sometimes it's just not the
(15:36):
right job for them.
Sometimes we have something elsethat might have been better for
them.
None of these things are ashowstopper, but being able to
control and understand thesethings about you, it was the
first step to freedom and movingforward without things holding
you back.
And like I said, leveraging thethings that once you understand
(15:57):
them, can propel you way furtherforward faster and easier than
if you were just going at itblind.
I've observed so much of this.
Doing research on It was alsosuper interesting to see how
research findings and data alignwith the things I've observed.
I hope that you take some timeto do some soul searching.
(16:17):
None of these are bad.
None of these are good.
These all have a place and acertain job type that aligns
with them.
And then there's that gr amazinggray area.
The introverted CEOs, the CEOsthat don't know anything about
the product or like thetechnology that just kill it and
are the very best in theindustry and, uh, completely
(16:38):
break all the barriers.
So none of this is definedunderstanding.
It is required.
Thanks for listening.
Talk to you again soon.
Have you ever wondered what types, what vibes help
people get promoted?
It's not just skills that'sbecome obvious to me and many
others.
I've been incredibly frustratedto see leader's nephew get
promoted or neighbor orwhatever, when they are the
(00:23):
possibly worst person topromote.
Out of many.
I've also seen the exact rightperson get promoted.
I've been lucky enough topromote those people, tell them,
Hey, you've done so incredible.
This looks like what you wannado, and we wanna give it to you
and let you run with it.
However, there is more to thisand there are skills that you
can adapt or try and get rid ofthat will help you grow.
(00:48):
Today I'm exploring the questionthat hopefully you've wondered
about.
Do certain personality traitsthemselves help you get
promoted?
I can't list every skill here'cause it completely depends on
the job, right?
The skills are.
A part of this, but noteverything.
So do certain personality traitshelp you get promoted?
The answer is yes.
And there's some science thatbacks this up as well.
(01:10):
So we're gonna combine myobservations with some research.
The big five personality traitsare what comes into play here,
and I'm gonna.
Dig into which one of these arelinked to promotions, how they
can play out differently by jobtype, and what you can actually
do to improve your promoteability no matter what your
natural wiring is.
(01:35):
The Big five personality traitsare openness to experience, so
that is curiosity, creativity,willingness to try new things,
conscientiousness, soorganization, dependability,
work ethic, extroversion.
I hate to say this for youintroverts, but sociability,
assertiveness, comfort withvisibility is huge.
(01:57):
Agreeableness.
Being able to cooperate, beingkind.
Try and do that as often aspossible, and a desire to
maintain harmony andneuroticism.
And emotional instability,anxiety, sensitivity to stress.
Low neuroticism means highemotional stability.
Those are the traits that are,they're relatively stable over
(02:20):
time.
You're probably not going tobecome a totally different
person, but you can build skillsthat enhance these traits.
Most likely to help you succeed.
If you are an introvert, you'reprobably.
Born that way.
But you can take little steps tobe a little more outspoken, to
show up to more events, to bemore visible at your company
(02:44):
because it's hard to getpromoted when very few people
know you're there or you don'tpush your skills and
accomplishments like extrovertstend to do nonstop.
Let's start with the big ones.
Which is starting withextroversion.
People that are high inextroversion get noticed, and
even if they get noticed for alot of bad things along with the
(03:05):
good things, when you're top ofmind, it just makes a
difference.
They speak up in meetings, buildnetworks at work, outside of
work, and tend to make strong.
First impressions, thevisibility often leads to more
opportunities.
It's just the way it's, I founda study published by The Journal
of Vocational Behavior and itfound that extroverts have
(03:27):
higher satisfaction withpromotions and were more likely
to move up.
They enjoy getting promotionsmore than introverts.
Doesn't mean introverts aredoomed.
We'll get to that later.
It does mean being seen andheard plays a big role
conscientiousness.
This means reliable, organizedpeople who deliver on their
(03:49):
promises, those people tend toget promoted.
Uh, especially by owners andmanagers that are a little more
strict on things.
This trait is consistentlylinked with high performance
reviews across industries.
Even if your work isn't thebest.
Doing it on time, submitting iton time, things like that.
(04:10):
Being reliable in those ways issuper important.
If you had to bet on one traitfor long-term career success,
this is probably it.
Think about the people who arealways late for the work.
Zoom meetings, don't send whatthey need always.
Ha.
Like when you say, Hey, is thisproject due?
They're like, uh, what?
Um, oh, I forgot about that.
Sorry.
It's really hard to wannapromote people like that,
especially when they'reconsistently that way.
(04:32):
Number three is emotionalstability.
People who handle stress well,who stay cool under pressure
tend to earn more trust.
A jobless survey found that 30%of people with high neuroticism
have never been promotedcompared to just 20% of those
with high emotional stability.
That's a actually a bigdifference.
(04:53):
What are the other traits?
Openness to experience can helpin creative fields like
advertising design.
Innovative roles, but it's notas tightly tied to promotions
across the board.
What helps with this most andwhat I've witnessed holds a lot
of people back, and I see this alot more of people that are
further later in their careers,is resistance to change.
(05:18):
Being the first person to utterthat you don't like a new
system, or that you're gonnaquit if they implement it, or
that you just got new software,now you have to learn something
new.
All of those things, right?
That resistance does not helpcompanies move forward.
And of course, agreeableness,it's a wild card.
It helps you be a team player,but too much agreeableness might
(05:40):
actually I think, hold you backin promotion discussions and
salary negotiations.
You need to advocate foryourself and when you're always
putting the team first orwanting other people to succeed
as well.
I know it sounds mean, but.
Sometimes you'll be seen as oh,uh, if, if we don't give Matthew
this promotion, he won't mind.
He's always cool witheverything.
(06:02):
We'll give it to someone elseinstead because they're really
pushing hard for it.
It does depend on the job.
The same trait can be anadvantage in one role and a
disadvantage in another.
In sales and client facingroles, extroversion is really
important In programming orresearch, introversion might be
just fine or even preferred,like you don't necessarily like
(06:25):
you want some roles like that.
To get their head down and get alot done.
And when they're constantlytalking to their coworkers,
that's, they're not get movingtowards the things you want them
to move towards.
And creative industries,openness is a big deal.
In more structured environmentslike law or accounting,
(06:47):
conscientiousness and emotions,emotional stability are much
more important than openness andcreativeness.
And maybe in law, creativenesscan help you.
S win a case or seize thingsfrom a different angle, but for
the most part, you need toadhere to what the books say.
Same thing with accounting.
We have all heard the term, ormany of us have heard the term
(07:07):
creative accounting.
It's not always looked at as agood thing.
A little bit riskier that way.
A study from the University ofEdinburgh found that
extroversion and openness showedthe largest differences across
job types.
Know your strengths and wherethey shine.
That matters.
I don't think being anextrovert.
Will necessarily hurt you injobs where it's not needed.
(07:29):
You just need to know how tobalance it and see if maybe
you're frustrating.
Your coworkers or your bossesare noticing that you're talking
and gossiping or whatever, morethan you're working.
Do you see how these balancesmatter?
how do you work with yourpersonality and not against it?
One of the things I like to talkabout, I probably don't talk
about enough, and something I'velearned and OB observed, is if
(07:50):
you try and do or be somethingthat you're not naturally good
at in a professional role, youwill exhaust yourself.
If you're an introvert and youwanna make a lot more money, so
you try and have a sales jobthat works.
I've actually known someincredibly successful
salespeople that are completeintroverts.
They make it work however.
(08:11):
However, is many of youintroverts might know?
No, or have recognized inyourselves.
If you're introverted and you goto a big conference, you'll be
like completely exhausted by thefirst day.
The second day, it drains allthe energy out of you for an
extrovert, they'll go to thoseand they'll be more amped up.
They'll stay up till 4:00 AMtalking to everybody.
Trying to be something you'renot will exhaust you and it
(08:32):
probably won't work out.
Now, obviously if you're alittle introverted or you're
introverted, doesn't mean it.
Cuts off everything.
It's just understanding thatyour motivation for doing things
needs to be grounded in what youknow you're good at, what you
can get better at, and notthings that will kill you if you
try and do.
(08:52):
Personality traits are fairlystable.
Skills aren't so you can developthe behaviors that boost
promotability without pretendingor trying to be something you're
not and likely won't evercompletely be.
If you're introverted, you don'thave to become that social
butterfly.
But building bettercommunication skills, especially
(09:12):
in meetings and interviews,learning about.
Pace and saying andunderstanding exactly what needs
to be said to close the deal, toget the point across.
Uh, something like Toast Mastersor even joining a group project
can boost your visibilitywithout burning you out.
I had a guest a while ago whohas the Improve IT program and
(09:33):
she.
Does improv classes in thecorporate world, which is one of
those things that I think wouldhelp an introvert a lot.
I, I wanna do it myself, right?
Help you be quick on your feetand shake off some of those
nerves.
If you're high in neuroticism,it's not your fault.
But it is your responsibility.
(09:55):
So practice mindfulnessexercises, talk to a coach or
therapist to help you throughsome of these things that you've
noticed and I've identified.
Come up at work, managing yourstress and.
Presenting calm under pressurecan absolutely shift how others
see you.
(10:15):
I am not going to recommend howto get better in those areas.
I think a therapist or a coachcould help you do that.
It's so different for eachperson, but finding things and
pushing a little bit out of yourcomfort zone can make a big
difference.
If you can identify that you'relow in conscientiousness, use
systems, set reminders.
Use a planner, respect them.
(10:36):
Track your deadlines.
You can build structure intoyour day and earn or re-earn the
reputation of being dependable.
This is something you can fix.
It might not come natural, butyou can do it, and if you don't,
you're gonna stay stuck ifyou're too agreeable.
This is a challenge of mine.
(10:56):
I'm either way too disagreeableand it's fun, and I love
debating things.
Most of the time I find myself Ican be a little too nice.
Learn to speak up for yourvalues.
Practice negotiation.
Being kind and being assertivearen't mutually exclusive.
You can be both.
I.
I'll note that sometimes I'venoticed in people, they decide
(11:17):
I'm gonna be assertive.
I'm gonna be a boss.
I'm a I, you've maybe heardpeople, maybe you've said this.
I'm gonna stop saying yes toeverything and just say no, and
not make excuses.
All you can do your style, butjust remember some people come
to you and they just wanna benice.
And so if someone says, Hey, youwant to go out for, grab dinner
with all of us after work today,if you just say no.
(11:40):
Because you're standing up foryourself and you're not making
excuses or anything like that.
Just realize that some peopleare just keeping it simple and
being nice and inviting you andbeing too assertive or too, like
standing your ground too much onthings that don't matter when
people are trying to be kind orhelp you.
I've seen that backfire and alot of people, they don't
realize they're doing it orbeing that way.
(12:02):
They're trying something new andit can come off as, I'd just say
unpleasant, unkind.
Some real world scenarios, anextrovert and conscientious
sales rep, so she networks well,consistently hits her, net her
numbers, and speaks confidentlyin meetings.
(12:24):
Unsurprisingly, she's fast trackto sales.
Manager or just making way moremoney and not being sales
manager.
A brilliant but introvertedprogrammer writes, follow code,
always meets deadlines, but he'squiet in meetings and leadership
isn't aware of any of hiscontributions unless he starts
(12:45):
communicating his value moreclearly.
Tracking and saying it out loud.
He might get passed up forpromotions despite being clearly
capable, maybe his manager orcoworker is taking credit.
Different traits, differentstrengths, different paths to
growth.
Both people could make the exactsame amount of money and have
(13:06):
the exact same satisfaction.
Your personality isn't your.
Destiny, and it doesn't defineyour ceiling, it just tells you
what ladder you are currentlyclimbing.
Promotions don't go to theperfect personality.
(13:26):
They go to people who learn,adapt, and leverage their
strengths while addressing theirgaps.
When I coach people, one of thebiggest things we coach on is if
you're asked about yourweaknesses, identifying a
weakness is good, and we workout which type to identify.
Everyone can identifyweaknesses.
The people who grow and getpromoted, get hired, earn trust.
(13:47):
They're the people who not onlyidentify weaknesses, they put
together structured game plansto improve and say that out loud
at something like a jobinterview.
So here's some homework for you.
I would highly recommend youtake.
Uh, a big five assessment.
They're free.
(14:08):
Along with that, you canobviously do like personality
type assessments, find reputableones, uh, strengths finders,
disc.
There's a bunch out there thatmesh professional and personal.
Identify your top traits andidentify your blind spots.
Choose one skill to build thismonth.
(14:31):
That aligns with your goals.
And I'd say, remember, when itcomes to promotion, it's not
about just changing who you areto get it.
It's about growing who you are,leveraging your top skills and
strengths and personalitystrengths, and doing what it
takes, figuring out what youneed to do to grow and mature
(14:53):
into the next level.
These same qualities, these samepersonality traits are things
that I learn to quickly observein job interviews.
Not that I nail it all at once,or that I'm a psychologist who
can identify all of this just bysitting across from someone, but
it's very easy to see if someoneis interviewing for.
(15:14):
A sales job and they are highlyintroverted.
I can, you can tell that withinthe first couple seconds.
You can tell how they'll sitacross from clients from the way
they sit across to you in aninterview.
Also, I've interviewed somehighly neurotic people who show
up a certain way, behave acertain way, and despite them
having a lot of experience,sometimes it's just not the
(15:36):
right job for them.
Sometimes we have something elsethat might have been better for
them.
None of these things are ashowstopper, but being able to
control and understand thesethings about you, it was the
first step to freedom and movingforward without things holding
you back.
And like I said, leveraging thethings that once you understand
(15:57):
them, can propel you way furtherforward faster and easier than
if you were just going at itblind.
I've observed so much of this.
Doing research on It was alsosuper interesting to see how
research findings and data alignwith the things I've observed.
I hope that you take some timeto do some soul searching.
(16:17):
None of these are bad.
None of these are good.
These all have a place and acertain job type that aligns
with them.
And then there's that gr amazinggray area.
The introverted CEOs, the CEOsthat don't know anything about
the product or like thetechnology that just kill it and
are the very best in theindustry and, uh, completely
(16:38):
break all the barriers.
So none of this is definedunderstanding.
It is required.
Thanks for listening.
Talk to you again soon.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!