Episode 49 – Marc works with Tim (not his real name) and takes him through the CareerPivot evaluation process, based on the Birkman Assessment.

Description:

In this episode, Marc shares Part 2 of 4 parts of the CareerPivot evaluation process. This is the second half of the feedback session, where Marc helps Tim understand his organizational and time management behaviors. Tim shares office stories about his strengths and stresses.

Key Takeaways:

[1:34] Tim is a 50-year-old guy who has been stair-stepping himself out of a career and building a business on the side. Last month he got laid off, which was his trigger to complete his pivot. This episode will cover Tim’s Birkman through his organizational and time management behaviors and the Birkman measures of freedom and challenge. [2:19] If you missed Episode 48, please stop here and listen to it first. If you listen on the go, listen first without the reports and then download them from CareerPivot.com/Tim and listen to it again.

Download Link | iTunes | Stitcher Radio | Google Play

[2:53] Page 10 has the need for structure, organizing, and being responsible. Flexibility vs. Structure. Tim’s most effective behavior puts a high value on structure and order. He is systematic, procedural, and concerned with detail. His strengths are maximized when the plan is of his own making and when he has the flexibility to bend his own rules.

[5:25] Tim can walk into a situation, create order, and set up procedures. But then he has to go. He cannot live under his own procedures for a long period. He gets bored.

[6:33] Tim’s causes of stress are external interference in his plan can frustrate or distract him. He may overreact to pressures that threaten his personal freedom. Tim agrees with what he hears so far. He dreads a manager coming by and suggesting changes without knowing what has gone into the procedure.

[7:30] Tim’s possible stress reactions would be overgeneralizing, neglect of order and system, and weakened follow through. This has appeared on his past performance reviews.

[8:07] Page 11 covers Need for Authority. Being in Charge, and Suggest vs. Tell. Tim wants to win the argument. He prefers to be free of close authority. Tim is most effective when there is a minimum of controls placed on him. Strengths: Deferent and agreeable, pleasant and low-key. Tim is a nice guy who doesn’t want a boss.

[9:06] Tim would much rather be asked than told. Tim wants to be in-the-know and to know why. Tim recognizes the importance of control in the environment. This applies a need for some balance. He is most at ease in environments that maintain direction and control in a fair and equitable way.

[10:28] Tim would rather have a collegial boss than an authoritarian boss. Because of his need for balance, he may be annoyed by people who are too assertive, or he may become unusually aggressive in situations that seem to lack direction.

[11:41] Tim possible stress reactions are becoming argumentative, and difficulty speaking up. He has done both but especially is reluctant to speak up.

[12:13] Page 12 is Dealing with Change and Focused vs. Variety. Tim’s most effective behavior is his sense of novelty, adventure and readiness to start new things. His resilience to change is above average. He is easy to stimulate, responsive, attentive, and adaptive. Tim likes variety. This is a problem in the corporate environment.

[14:46] Tim responds best to situations and surroundings that offer frequent changes of activity. He gets positive reinforcement from an environment that allows him to move. He has a standing desk with wheels that he moves. He is totally bored sitting at a desk. Excessive emphasis on routine can put Tim under pressure, feel restless and annoyed.

[16:56] Tim gets annoyed with delays, problems with self-discipline, and an inability to concentrate.

[17:22] Page 13 covers the need for kinesthetic movement in his day, and the energy he uses in making decisions. He enjoys being regularly active and can summon reserves of energy when his schedule demands it. He is energetic, enthusiastic and uses vigorous reasoning. He may take on many projects, and overlook the need to rest.

[18:21] Tim has trouble shutting down in the evenings. He is always thinking. Marc recommends to him the book Positive Intelligence, and focus on one small thing at a time for 15 seconds 100 times a day. Tim’s causes of stress are hurried conditions with too little time to think things through. This leaves him feeling rushed and less effective.

[20:15] Tim discusses the preparation he puts into a podcast interview. He may be flexible during the interview, but it has to follow the flow he planned, or he is unhappy. Marc notes that Tim does more show prep than anyone he knows. It makes him feel ready when he understands how he will relate the conversation to his audience.

[21:54] Tim wants his podcast guests to know he respects their time, and that he took the time to prepare for the podcast. He is pleased when they compliment his work. Tim’s Stress Reactions are postponing direct action, magnifying boredom of projects, and favoring thought over action. Tim needs to take breaks.

[22:39] Page 14 is Making Decisions. Tim has a primary emphasis on a thoughtful and reflective approach to decision making, considering distant as well as immediate consequences of his decisions. He makes routine decisions quickly. His need is a preference for the time to make thoughtful decisions, exhausting all possibilities.

[24:46] Tim worked for his last company for 13 years, holding four or five positions. Every three years they moved him to another position. That was his need for variety being met. When Tim buys a car, it takes a long time, starting with considering if a scooter will work. He sometimes gets analysis paralysis.

[26:27] Tim’s Causes of Stress: pressure mounts when he is hurried in actions and rushed in making judgments. He dreads the unforeseen, and can needlessly postpone or evade a decision. This is why a layoff for people like Tim is good. He has to make a decision.

[28:00] Reactions to Stresses are becoming indecisive, fear of the unknown, and unnecessary caution. Decision making can be worrisome for Tim. At this time he worries about his lost salary. Planning helps him feel more comfortable.

[29:42] Page 15 is the Need for Freedom. Tim’s Most Effective Behaviors are consistent and cooperative. He has insight into how people think and feel. He likes convention. His Strengths are restrained, consistent, and cooperative. His Need includes a preference sometimes for a personal touch.

[30:29] He projects individuality against a background of predictability. He puts color in his spreadsheets and designs his own Powerpoints. He is somewhat creative and wants to do things his way.

[31:23] Tim’s Cause of Stress is a lack of predictability in the environment. Tensions can mount if he is denied some freedom of thought and action. Tim wants predictability his way. He will need to think about this working for himself.

[32:54] Tim’s Possible Stress Reactions are anxiety and emphasis on undue restraint.

[33:01] Page 16 is Expectation of Myself and Others. Tim’s Most Effective Behaviors are natural confidence and positive self-image, focusing on his Strengths of Personal Charm, being Pleasant, and his Confidence. These have made him successful with his podcast. People readily accept to come on the Podcast.

[34:27] Tim’s need is to be in situations and surroundings that do not place unrealistic demands on his abilities. His relationships should be emotionally supportive. Causes of Stress are that his strong self-image makes it difficult to accept blame. Criticism must be balanced with praise.

[35:51] Stress Reactions: unrealistic expectations, sidestepping uncomfortable situations, and avoiding critical self-evaluation.

[36:25] Marc has a homework assignment he will email to Tim about reevaluating times when he got mad, and what he could do differently. Tim will also need to pick out 8-15 Strength Phrases that he strongly accepts. More assignments will be based on these. Tim will be able to authentically tell who he is, not what he has done.

[37:48] Next week Marc will cover with Tim his preferred work styles and his lifestyle grid.

Mentioned in This Episode:

CareerPivot.com Episode-41

Birkman Assessment

CareerPivot.com/Tim

Oristand.co

Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine

Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in October.

Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content. Soon Marc will start a wait list for those who want to participate.

CareerPivot.com/Episode-49

Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.

Careerpivot.com
Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month.

Marc@CareerPivot.com

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LinkedIn: Marc Miller

Facebook: Career Pivot

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Episode 48 – Marc works with Tim (not his real name) and takes him through the CareerPivot evaluation process, based on the Birkman Assessment.

Description:

In this episode, Marc shares Part 1 of 4 parts of the CareerPivot evaluation process. This is the first half of the feedback session, where Marc helps Tim understand his interpersonal and social strengths and needs. Tim shares office stories that illustrate his strengths and stresses.

Key Takeaways:

[1:36] Tim is a 50-year-old guy who has been stair-stepping himself out of a career and building a business on the side. Last month he got laid off, which is his trigger to take action. This episode will cover Tim’s Birkman interests and interpersonal behaviors. Listen to the episode first, and then download the reports and listen to it again.

Download Link | iTunes | Stitcher Radio | Google Play

[2:37] Tim gives his first thoughts after reading the report. He agrees with the vast majority of it but found a few things that surprised him. Marc does not use the job titles and families category because the jobs of five years ago are changed or gone, and the jobs of five years in the future do not exist yet. Jobs are changing quickly.
[5:46] Tim pulls up his profile to follow along with Marc. Marc first covers Areas of Interest, which are not necessarily skills. The scores are 1 to 99. Today’s discussion is on these components: Effective Behavior, Needs, Normative Pattern, Acceptance, and Organizational Focus. Tim’s Organization Focus is “Get ‘er done,” and Tim agrees.
[9:15] Marc explains Tim’s circumstances prior to the call. They will discuss whether the side gig Tim is working is right for him. The Key will be to pick the right clients, and the clients he will not want to work with.
[10:45] Interests with Basic Colors measures interests. Tim scores high on Mechanical, which means he is a puzzle solver. Tim has a podcast, and he is very fastidious about editing it. Solving problems gives him energy. His hobby is carpentry. Marc says when he is stressed or tired, Tim should do what he likes to do. He should add it to his business.
[13:13] Understand what you like to do and are good at; everything else — outsource. Tim comes up 72 in Persuasive, which means he likes convincing people. Marc applies this to Tim’s teaching and becoming a subject matter expert. He is in the middle in Scientific, so he likes research. He also likes music.
[15:11] Tim is low on Social Service and Office Professional. Tim doesn’t like other people’s rules, but he is OK with rules that he makes up.Tim reflects on his previous job and the things he disliked there. Marc says Tim is a borderline Structured Anarchist.
[16:55] Tim is not very numerical. He can do his bookkeeping, but it is not a favored activity. One of the key differences between talents and skills is that we can develop skills in things not tied to innate talents, but even if we excel at them, overuse leads to burnout.
[18:25] Tim examines his behavior matrix, that Marc creates. There are four behaviors: Interpersonal, Organizational (structure, authority, and change), Time Management, and Planning (big decision-making); and two attitude boxes: Freedom (wanting to stand out) and Challenge (ego). Tim is low on Challenge, which says he worries.
[19:45] Tim needs to surround himself with positive people and find ways to feed his ego with enjoyable activities.
[20:52] Respect for Issues and People. Tim deals with others with openness and frankness, and insight into their feelings. He is direct, without being blunt. Tim should not find a position where he needs to be directive. Others showing him respect and appreciation are important, and Tim is at his best when others are aware of his feelings.
[25:21] Tim will need to be careful working with clients. If he has an abusive client, it is important to fire that client. Becoming a subject matter expert will get him respect.
[26:02] Tim’s Cause of Stress is the disconnect between his Interpersonal Needs and his Usual Style. This may make it hard for others to know his feelings, while he may suspect them of insensitivity.
[27:02] Tim’s Reactions to Stress are shyness, oversensitivity, and embarrassment. Tim recognizes these reactions in himself. Tim needs to learn to identify his reactions as they occur, so he can do something about them.
[27:43] Tim’s Most Effective Behavior makes him sociable, at ease in groups, and communicative. Tim’s Need is to spend considerable time with himself or with one or two trusted individuals. He is a closet introvert. The key piece is that he is seen as social, but he needs his time alone. When he is with people, he needs their support.
[32:23] Tim does not like all-day meetings, especially when they are for the sake of having a meeting. Pressure to be involved in social or group settings can upset his sense of well-being and cause withdrawal to a surprising degree. Marc suggests Tim should break for lunch and doing an enjoyable activity. These are restorative niches.
[34:40] Tim recalls circumstances from his former job that allowed him to work partly at home, and only come to work at the office for spreadsheets. When his needs are not met, he withdraws, ignores the group, and becomes impatient. This happens in long meetings.
[36:40] Tim is moderately competitive, determined and forceful. He believes others are more competitive. He gets frustrated when he is not recognized for accomplishment. Tim shares a success story from his last job, where he saved the company millions of dollars, but instead of praise, he got laid off.
[39:01] Tim wants his strokes. In another episode Marc will discuss what that means. There is also financial reward, and verbal recognition. When did Tim feel the most valued at work, and what did they do?
[40:22] Tim’s Causes of Stress: not being informed, impracticality, or extreme idealism shown by others. Tim shares stresses he experienced from one boss. Tim’s Stress Reactions:Over-emphasizing quick success, becoming opportunistic, self-promotion. There were times Tim used these tactics.
[43:40] Need for Empathy, Dealing with Emotions, and Logic vs. Feelings: Tim can display emotion openly, but is usually low-key and matter-of-fact. He is practical, logical, and objective. Tim’s need is for people to treat him with logic and objectivity, with a reasonable amount of sympathy for his feelings. He wants people to care about him.
[46:15] People who are higher on the empathy scale tend to work better in an office with women. Tim may prefer to have some female clients. Tim’s balance of practicality and sensitivity from others means that people who are too detached may cause him to magnify his own problems, while excessive emotionalism may cause him anxiety.
[48:43] Tim’s stress reaction is to detach or get discouraged.
[49:29] Next episode will be the second half of the feedback session, covering organizational behaviors, time management, and attitudes.

Mentioned in This Episode:

CareerPivot.com Episode-41

Birkman Assessment

CareerPivot.com/Tim

CareerPivot.com Episode-32

Amy Porterfield Podcast

Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in October.

Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content.

CareerPivot.com Episode-48

Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.

Careerpivot.com
Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month.

Marc@CareerPivot.com

Twitter: @CareerPivot

LinkedIn: Marc Miller

Facebook: Career Pivot

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

————————————————

Check out my latest book which is available on Amazon.com!

Repurpose Your Career - A Practical Guide for the 2nd Half of Life

————————————————

Check out the BoomerJobTips Page for the latest curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group