Chapter 5

Wild, Wacky, and Wonderful You

What makes you unique?

Will employers remember you as the chatty, multilingual job candidate who worked as a summer camp counselor for physically challenged kids? Are you the upbeat individual who captivated the interviewer with your enthusiasm, proven record of generating sales revenue, and slides of your watercolors? Or are you the quiet brainiac who can solve the Rubik's Cube in seconds and overhauled a company's information technology (IT) network single-handedly?

Your response to this one question is critical during an interview. To tell them who you are, you need to know who you are. In the Assess step of the ACT Out process, you will delve deeply inside yourself to determine the special qualities and talents that make you stand out among other job candidates. If you think there is nothing special about you, think again. You are the only person like you in the whole world, based on a unique combination of three things: biology; your personality, including your enthusiasm, motivation, and interpersonal skills; and your life experiences, including your hobbies and interests, which impact your leadership potential and problem-solving skills.

Biology 101

Don't know much about biology? Then, put your helmet on for a crash course starting with this news flash: Not only are you different from everyone else, you are not even the same person you were six months ago. Nearly every cell of your hair, skin, and bone dies and is continuously replaced by new cells. You make new taste buds every 10 days, new epidermis (outer skin) every two to four weeks, a new stomach lining every five weeks, a new liver every six weeks, and a new skeleton every three months.

You were born with about 100 billion brain cells, the most you'll ever have. But only two areas of the brain regenerate as you age, the areas responsible for smelling and learning. In fact, you may actually lose brain cells as you age, which is the underlying cause of dementia and why head injuries are so devastating.

So, you are probably wondering if there is any part that holds “you” together. Yes, it's your consciousness, where your thoughts and memories are housed.

Let's take a closer look at what makes you different biologically from all other humans on the planet. There are several identifying markers that make every person unique, including DNA, fingerprints, finger length, your voice, and your retina and iris. These markers fall under the field of biometrics.

DNA is the big daddy of identifying markers. You have heard it mentioned on TV dramas, like Law & Order and CSI when DNA tests are used to solve crimes by positively identifying the perpetrator. DNA testing has gained wide visibility on daytime reality shows, like Maury or Jerry Springer, to determine paternity, where an unsuspecting and surprised man suddenly learns that he sired a child from a mid-day roll in the hay with his sister-in-law or his best friend's wife. In every episode, you are likely to hear an emotionally charged mother accuse the purported father, “You the baby daddy!” as the audience cheers, “Jer-ry! Jer-ry! Jer-ry!”

Do you know what those three little letters—D-N-A—stand for?

The correct answer is: E. None of the above.

In actuality, DNA is deoxyribonucleic acid, a wonderfully complex molecule found in the nucleus of a cell. It contains the genetic code that facilitates the developing and functioning of all living organisms.The genetic code is a proverbial alphabet soup of letters that can be arranged in countless ways. It is so complicated that if the code from all 46 chromosomes were placed end to end, it would be about two meters long. It's confusing to the molecule itself. As one DNA molecule said to another, “I hate being a DNA molecule. I have too much to remember.”

Your DNA is different from that of every other person on Earth, unless you have an identical twin. But interestingly, 99.8 percent of your DNA is identical to other humans. That's right, only .02 percent of your DNA accounts for varying human physical characteristics, such as your hair color, eye color, and rate of metabolism. That measly .02 percent of DNA, though, makes you unique from every other person and job applicant in the whole world.

Did you know that your fingers are also highly accurate identifiers of your unique individuality? Shut the front door. Yes, it's true. In fact, Walt Disney World in Orlando, Florida, takes guests' finger measurements to ensure they are using their own ticket each day and not someone else's.

If the subject of genetics floats your boat, you will be interested to know that based on chromosome number, humans are more like potatoes than apes because they both have 46 chromosomes. This is probably how the term couch potato got started. Just ask your bag of chips the next time you're watching TV when you should be fine-tuning your resume or rehearsing your responses to job interview questions.

Personality 101

“You have a great personality.”

Unless you are a total schmuck, someone may have told you at one time or another that you have a great personality or at least a good one. People usually associate the word personality with behaviors that make someone socially appealing or unappealing. If you have a great personality, you are viewed as charming, happy, funny, friendly, fun-loving, thoughtful, and people enjoy your company. You are likely to be very popular and have a wide circle of friends. Think cheerleader, homecoming king and queen, the head of the student body, or the life of the party.

On the other hand, if you have a bad personality, you might be described as unfriendly, impatient, sarcastic, rude, boring, or weird, and people will avoid you like the plague. Your social life is zilch, and you will spend your evenings and weekends sitting on the sofa watching TV with your bag of chips. (See reference to couch potato in the Biology 101 section earlier.)

You might be surprised to learn that, from a scientific viewpoint, there is a lot more to personality than outward appearance and actions. It can be defined as a combination of thoughts, emotions, and behaviors that make a person unique. It's a result of genetics and childhood experiences, and it is influenced by gender, birth order, cultural background, family norms, parents' ages, their generational affiliation, socioeconomic background, education, work experience, and many other factors.

The development of the brain also impacts personality development. As the brain develops, you grow connections that impact your decision-making abilities. By the teenage years, your brain has pruned these connections to make it more efficient. Children's decision-making skills are still developing as they move toward their teen years, which, in turn, probably shape other people's impressions of their personality.

Your personality is consistent, and it not only influences how you respond to your environment, it also causes you to act in certain ways. You are likely to behave in the same or similar manner in many different situations. Past behavior is the best predictor of future behavior. Interviewers believe that the ways you handled situations in the past are good indications of how you will handle them in the future.

Carl Jung, whose work is the basis of the Myers-Briggs Type Indicator (MBTI) referenced in Chapter 4, believed that one's personality preferences emerge early in life and are not likely to change. Like left- or right-handedness, individuals are either born with, or develop, certain preferred ways of thinking and functioning.

Introversion versus Extraversion: Are You In or Out?

A major personality indicator is a preference for extraversion or introversion. (Note: Myers-Briggs prefers the spelling extraversion as opposed to extroversion.) The difference between the two depends on energy creation. Extraverts draw their energy externally through activities, people, and places. They value breadth of experience. They usually have a wide circle of friends and thrive in social situations. They feel drained when they are alone.

Introverts derive their energy from their own thoughts, emotions, and ideas. Introverts are energized by spending time on solitary activities. They are happy when they are reading, creating a work of art, gardening, surfing the Internet, and doing other activities where they can be alone with their thoughts, or in their own heads. They expend energy in social situations, and being around many people for an extended period of time wears them out. They value depth of experience. They need time to be alone and recharge their batteries.

The preference for extraversion or introversion is hardwired in the brain. You are born either an extravert or an introvert. To go to the opposite preference requires time, energy, and patience. It is not easy to switch teams. Extraverts and introverts have different brain activity, according to research studies by Debra L. Johnson, of the University of Iowa, and John F. Wiebe, of the University of Texas, which revealed that introverts have more activity (increased blood flow) in the frontal lobes of the brain, the anterior thalamus, and areas of the brain associated with planning and problem solving. Extraverts show more blood flow in the posterior thalamus and areas of the brain associated with the interpretation of sensory data.

Johnson's and Wiebe's research showed that introverts are stimulated internally and the front thalamus helps them to remember, plan, and process their own ideas. Extraverts are stimulated externally and the posterior thalamus attends to their sensory processing (such as listening, watching, or driving) when they are socially active.

Introverts know at any early age they are outnumbered when their teachers tell them that one-third of their grade is based on class participation. They ruminate quietly, “This is unfair.” Meanwhile, the extraverts dance with joy and cheer, “How cool is this? If we open our mouths, we can get at least a C!”

Understanding yourself, improving your sensitivity to others, and having an increased understanding of communication styles and preferences are important ingredients for a successful interview. One of the easiest ways to tell introverts apart from extraverts is by their comfort with silence. When you ask a question, extraverts will start speaking before their answer is fully formed, while introverts will wait. Extraverts are very social and will start a conversation with just about anyone. They love to talk. Introverts are more selective and will only talk to people of their own choosing.

Why is this extraversion/introversion preference important? If you are able to determine your interviewer's personality type, you will have an edge in the interview. The following observations can help you to determine the interviewer's preference:

• With an extraverted interviewer, the job candidate should be talkative and animated.
• With an introverted interviewer, the interviewee should reflect on the question in silence, and then respond.
• When two extraverts communicate, they can start a cheerleading squad. But they often end up talking about stuff that has nothing to do with the candidate's qualifications.
• When two introverts communicate, they will be totally in sync but often in silence.
• An introvert and an extravert will get on each other's nerves and will get in each other's way.
• Extraverts speak to find out what is on their minds. This can be troubling to interviewers, especially introverted ones.
• Introverts think in order to speak. The resultant silences where thinking is taking place can be troubling to extraverted interviewers.

Famous Extraverts

Although the stereotype of an introvert—shy, reserved, withdrawn, and lacking in social skills—applies to some introverts, many introverts are fun-loving, friendly, likeable, and socially confident. You will be surprised to see many performers among this list:

Famous Introverts

If you have noticed that the list of famous introverts is lengthier than the extraverts' list, there are two logical explanations. First, an overwhelming number of stage performers are introverts. After they are done playing their roles on stage or on TV, they retreat to their dressing rooms to rest and regroup. Second, the Internet is an introvert's best friend. They love to post information which other introverts will find online.

Interpersonal Skills: Can You Relate?

Now, it's time to get personal, interpersonal, that is. Good interpersonal skills are behavioral skills used to properly interact with others in every area of life, both personal and professional. These skills are often called people skills or soft skills. They are valuable in your relationships with your spouse or partner, siblings, children, friends, neighbors, and in the workplace with supervisors, colleagues, and employees. You need soft skills for daily encounters with people, such as your doctor, dentist, grocery store clerk, auto mechanic, restaurant server, banker, personal trainer, children's teachers, and others.

People with strong interpersonal skills are usually more successful in their professional and personal lives. They are perceived as calm, confident, and charismatic, qualities that are often endearing or appealing to others. In the workplace, positive interpersonal skills increase productivity because conflicts are reduced. People with good interpersonal skills build trust and confidence, and they can work effectively on teams or in leadership roles. They respond appropriately in difficult situations and can perform under pressure in a fast-paced environment without crumbling or going psycho.

Your interactions with co-workers can have a dramatic impact on your career, as well as on your day-to-day life. You may be brilliant at your job, but if you can't get along with your colleagues, you won't climb the corporate ladder. If your interpersonal skills are marginal, it might be time to brush up on them. Typically, interpersonal skills fall into the following categories:

Your Assignment

Take out a sheet of paper and divide it into six categories: communications skills, assertiveness, decision making, stress management, verbal communication, and nonverbal communication. For each category, write down the words, adjectives, and phrases that you would use to describe yourself. Next, jot down the words, adjectives, and phrases that others would use to describe you in each category. Think hard about what people have said about you or what has been written about you in past performance appraisals. After you compile your two lists for each category, look for words, phrases, and adjectives that are common to both. This is useful information for assessing your overall interpersonal skills and identifying areas for improvement. Don't just think about the words and phrases that describe you. Commit the words to paper. In this way, they will sink in.

Do not despair if you think you cannot win any popularity contests. There are ways you can improve how others perceive you, such as acting friendly, keeping a positive attitude, being a good listener, showing genuine interest in others, and lavishing praise on co-workers and colleagues for their performance, when warranted.

Enthusiasm and Motivation: Rah-Rah, Sis-Boom-Bah!

If you were an employer, would you rather hire a lackluster candidate or someone who oozes enthusiasm? It's a no-brainer that companies are drawn to energetic and motivated applicants because enthusiasm is contagious. These individuals are more likely to take initiative, explore challenges, and motivate other employees with their positive attitudes.

Employers look for people who convey a sense of excitement and a willingness to go beyond for the company, and possess tenacity to reach goals, complete tasks and objectives, and forge ahead even when the going gets tough. When people are excited about their jobs and believe their function is critical to the organization, they will have enthusiasm for its products and services.

Numerous personality tests—called psychometric tests—are available online and can assess your motivation, attitude, and preferred way of doing things. Test results help employers match candidates to jobs. These types of tests usually are not timed, and there are no right or wrong answers, so don't guess which answers the employer wants. Answer truthfully, but don't over-think your answers, as your initial response will be the most accurate representation of yourself.

What words, adjectives, and phrases would you use to describe your enthusiasm and motivation? What words, adjectives, and phrases would others use to describe your enthusiasm? Think about what people have said about you, or what has been written about you in past performance appraisals. After you compile your two lists, look for words, phrases, and adjectives that are common to both. This is useful information for assessing your overall enthusiasm and motivation and identifying areas for improvement. Just as in the section on Interpersonal Skills, it is important that you commit this information to paper.

Think of instances in which you had to effuse enthusiasm, or your motivation inspired others on your team. It will be handy for you to have an anecdote or two in your hip pocket, just in case the interviewer raises the question.

Problem Solving: What's Your Problem?

Every day people are faced with problems with employees or co-workers in the workplace, or with spouses, children, siblings, and parents at home. You might as well face it: Problems are part of life, but the sailing will be a lot smoother if you know how to handle them when they arise. Good problem-solving skills will help you get ahead on the job and on the home front. Your ability to analyze and synthesize information in order to reach a rational and logical solution is an asset when stating your value-add to prospective employers.

How are your problem-solving skills? Think of instances when you were faced with personal or corporate challenges. How did you overcome these situations? What specific personality traits have helped you tackle problematic situations successfully?

When a problem rears its ugly head, do you face it head on, or do you head for the nearest escape hatch and bury your head in the sand, like Daniel, actor Robin Williams' character in the movie Mrs. Doubtfire?

Daniel: How about we take a vacation, take the kids, get you away from work? You'll see that you're a different person. You are. You're great.

Miranda: But our problems would be waiting for us when we got back.

Daniel: Well, we'll move, and, hopefully, our problems won't follow us.

Organizations want to hire employees who have good problem-solving skills, such as the ability to prioritize tasks, research and analyze problems, apply troubleshooting techniques, and resolve routine work problems, such as customer complaints. When asked how you solve problems in the workplace, pull this rabbit out of your hat. It's always good to have some pat responses up your sleeve.

Crazy good: My problem-solving process consists of collecting relevant data, identifying the problem, determining the cause, evaluating potential solutions, selling the solution to stakeholders and, finally, implementing it.

If you are a newbie to the job market, you can assess your problem-solving skills by taking any of the self-tests available on the Internet. You can bet your boots that a prospective employer will ask how you solved a problem in the workplace. Prepare to have some anecdotes in your back pocket.

What words, adjectives, and phrases would you use to describe your problem-solving skills? What words, adjectives, and phrases would others use to describe your problem-solving skills? Think about what people have said about you, or what has been written about you in past performance appraisals. After you compile your two lists, look for words, phrases, and adjectives common to both. This is useful information for assessing your overall problem-solving skills and identifying areas for improvement.

Think of instances in which your problem-solving skills produced a positive result. It will be handy for you to have an anecdote at the ready, just in case the interviewer raises the question.

Creativity: Thinking Outside the Box

Creativity extends beyond artistic endeavors, such as drawing, painting, and sculpting; musical talents, such as playing the piano, guitar, or other instruments; composing scores; writing lyrics; or penning novels or children's books. Creativity is the ability to generate novel and useful ideas and apply them to everyday problems and challenges.

As competition gets stronger, organizations realize that it's increasingly necessary to find innovative approaches to business problems. They may look for this creativity in their staff, or they may even recruit more creative employees who can bring fresh perspectives and solutions to problems, and identify ways to improve processes. This approach helps market the organization, so it can be viewed as cutting edge and be known for its edgy innovative staff. It can increase productivity and efficiency by solving current problems and eliminating business obstacles. In business, creativity can launch major projects or handle minor snafus. Your creativity can fuel fresh insights and new perspectives on routine tasks. Learning to use your creativity will rekindle your spark in your work, increase your confidence in facing problems head on, and take advantage of the creative input of others.

Tally your score. If you have an abundance of “always,” then you are oozing in creativity. If your answers are predominantly “sometimes,” then your creativity falls into the middle range, and there are some areas where you can improve. If your responses are mostly “never,” then you probably aren't that creative, but it's never too late to start thinking outside the box.

What words, adjectives, and phrases would you use to describe your creativity? What words, adjectives, and phrases would others use to describe your creativity? Think about what people have said about you, or what has been written about you in past performance appraisals. After you compile your two lists, look for words, phrases, and adjectives that are common to both. This is useful information for assessing your overall creativity and identifying areas that could use some improvement.

Think of some instances in which you used your creativity to solve a problem, took an unusual approach to projects, or looked through a different lens. It will be handy for you to have an anecdote or two stashed at the ready, just in case the interviewer raises the question.

Life Experiences 101

Leadership: Follow the Leader…or Be One

Organizations seek leaders or employees who have leadership potential. Leadership and management skills are indications of your potential to rise in the company. Leaders encourage their co-workers and teammates to succeed. They take charge and guide discussions. Psychologists debate whether these skills are natural inclinations or learned qualities because not everyone is cut out to be a leader and academic success does not ensure leadership success.

What are the qualities of a good leader?

Take note that not all leaders are extraverts; many of the best leaders are introverts.

Tally your score. If you have an abundance of always, then your leadership ability is on par with General Patton. If your answers are predominantly sometimes, then your leadership skills fall into the middle range, and there are some areas where you can improve. If your responses are mostly never, then you probably aren't a born leader, but hey, there's nothing wrong with being a good follower.

What words, adjectives, and phrases would you use to describe your leadership skills? What words, adjectives, and phrases would others use to describe your leadership skills? Think about what people have said about you, or what has been written about you in past performance appraisals. After you compile your two lists, look for words, phrases, and adjectives that are common to both. This is useful information for assessing your overall leadership skills and identifying areas for improvement.

Think of some instances in which you had to use your leadership skills. Prepare an anecdote or two that illustrate your leadership, just in case the interviewer expresses interest. Your interviewers will salute you.

Hobbies and Interests: What Do You Do in Your Spare Time?

Interviewers may ask, “Do you have any hobbies or special interests?” Although this question may seem odd during an interview, employers have a good reason for inquiring. By definition, a hobby is a pursuit outside your regular occupation. It gives the employer a broader perspective of you and sheds light on your personal life. This is an area where you can shine, particularly if you have a unique interest. How you spend your leisure time reflects your passions in life. In today's job market, interject your personality into the interview, so you can stand apart.

You also may have some transferable skills—skills acquired through your hobbies or volunteer work—that can be applied to your next job or a new career. For example, if you played team sports, such as softball, volleyball, basketball or football in high school or college, you learned to look out for your teammates. In the workplace, this experience would translate to covering for co-workers in the office or on the trading floor.

In addition to being useful to career changers, transferable skills are important to those who are facing a layoff, new graduates who are looking for their first jobs, and to those re-entering the workforce after an extended absence.

If you have a keen interest in your hobby, consider the possibility of turning it into a career. Do you love gardening, taking care of animals, dancing, or hiking? Have you ever wondered what it would be like if you could spend more time on your hobby and less time at work? Maybe it's not an either/or situation. Perhaps you can do both at the same time.

This is a partial list of popular hobbies and interests and how you can apply them to talents and skills required in the workplace. For example, if you are a marathon runner, your personality trait is to complete projects regardless of obstacles. Here are more examples:

• If you like to cook, you have a creative side and can improvise when not all ingredients are at hand.
• If you like to fish, you are a very patient and focused. You could be good with children or working with elderly people.
• If you are a chess player, then you might be savvy at developing business strategies.
• If you are an athlete, you may be aggressive in achieving sales goals or annual sales targets.
• If you are actively involved in community groups, you may have some managerial potential.
• If you like playing Scrabble or doing crossword puzzles, you probably have a broad vocabulary and perhaps some untapped writing skills.
• If you're an avid reader, you have a thirst for knowledge and might be a good researcher.
• If you sell your handmade crafts, you may have a business head for selling other products.
• If you have several pets, you can apply your love of animals in a job as a veterinary assistant or become a veterinarian.
• If you were a summer camp counselor, then you may have good leadership skills.
• If you like to build computers, you have the aptitude to be an IT tech.
• If you like to shoot skeet or hunt, you may be qualified to enter the police academy.
• If you know karate or judo or belong to a fight club, you may qualify as a bodyguard or a prison guard.

Rate the Behavior

A candidate applied her experience as a volleyball player to the skills needed for a medical residency. Using the Psychotron, how would you rate her behavior in the following real-life interview?

Netting a Job Offer

She was an avid volleyball player, loved the sport, and played whenever she could.

When it came time for her interview, for a very competitive medical residency position, she thought she might be able to use her knowledge and experience in volleyball.

She told the interviewer, “I have had many experiences that capture who I am and what I would bring to your program, but volleyball captures me best. I thrive as a setter, hitter, blocker, libero, and teammate.”

Then, she used each of these terms and roles as a metaphor for what she would bring to this position. As a setter in volleyball, she was comfortable as a leader and listener. As a hitter, she was assertive and decisive. As a blocker, she knew how to build trust and communication. As a libero, she could demonstrate flexibility and anticipation. Finally, as a teammate, she would show her dedication and hard work. She then elaborated on each role and provided examples of where these accompanying traits had served her well.

Coincidentally, one of her interviewers had a daughter who played volleyball, knew what a libero was, and was interested in her qualifications.

Was her behavior crazy good for taking a chance on relating her abilities to volleyball, or was it crazy bad for using a sports metaphor that might turn off her interviewers, especially those who are not interested in sports?

Real-life result: She aced her interviews and got the position.

By letting the interviewer know you give back to the community, it sends the message that you are an unselfish team player and would be a good corporate citizen. You give your time and expertise without expecting a paycheck or a pat on the back. HR managers keep their eyes and ears open when job candidates mention special skills that can be applied to the organization's charitable efforts. For example, if you have carpentry skills, the hiring manager may take note that you may be a good addition to the organization's Habitat for Humanity volunteer initiative.

Focus your answer on productive applications of your work-related skills. Don't get sidetracked describing a cause that does not demonstrate job-related skills. Avoid discussing any charity or organization that may be considered controversial.

Make a list of all of your hobbies and interests. Before each interview, review your list to see if any of them apply to the job. Always connect your hobby or interest to the job you want to land.

Chapter 5 has shown you how to identify all of the components of your biology, your personality, and your life experiences that fit together magically to form a one-of-a-kind masterpiece titled “Wild, Wacky and Wonderful You.”

You are armed with great information, some that you probably weren't even aware of when you started reading this chapter. Truly, you are like a Haley's comet, a unique constellation of attributes. (Don't credit me with this clever turn of phrase; I borrowed it from the movie, Must Love Dogs.) Now, you can matriculate to Chapter 6 and learn how to use this knowledge to create your Unique Value Proposition (UVP), the most powerful tool in your arsenal, and the secret to successfully selling yourself in an interview.