Your Physical Identity—What are you good at, and what do you love doing?

RIASEC Holland Hexagon DiagramTwo ways of defining your strengths are looking at what you do well and what you love doing. If you love doing something, chances are you are or will become fairly proficient at it. So, there is usually a connection between both factors.

Use the Skills Sheet and Skills Table to define your best skills. Use the SWOT analysis to define not only your best skills (strengths), but also your weaknesses, opportunities, and threats to get a fuller picture of what’s possible for you at the current time.

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Next, use Holland Codes to see how these skills can be used in the workplace.

Psychologist John Holland believed “the choice of a vocation is an expression of personality”. His “Holland Codes”—six groupings of types of work skills—are used by the U.S. Department of Labor for classifying jobs. All people usually have some interest in all the areas, but just the top two or three are used in occupational guidance.

The model used to demonstrate the Holland Codes is a hexagon. The areas next to each other are more closely related.

The six groupings are as follows:

▪     Realistic—practical, physical, hands-on, tool-oriented

▪     Investigative—analytical, intellectual, scientific, explorative

▪     Artistic—creative, original, independent, chaotic

▪     Social—cooperative, supporting, helping, healing/nurturing

▪     Enterprising—competitive, leading, persuading

▪     Conventional—detail-oriented, organizing, clerical

How do your strengths fit into the hexagon? Are they in the same category/categories, similar/touching categories, or on opposite sides of the hexagon?

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Career Typing

RIASEC Holland Hexagon DiagramThis week, a summary of some of the major (and minor) career personality assessment tools in use today:

MBTI, Keirsey Temperament Sorter, DISC, FIRO, Strong Interest Inventory, Holland Codes, Multiple Intelligences, and Kingdomality

System Founding Overview
MBTI (Myers-Briggs Type Indicator) During WWII, by Isabel Briggs Myers and her mother, Katherine Briggs, to help women entering the workforce Based on Swiss Psychologist Carl Jung’s typology; four dichotomies: Extravert vs. Introvert, Sensor vs. Intuitive, Thinker vs. Feeler, and Judger vs. Perceiver relate to energy, learning/taking in information, making decisions, and need for order in life, respectively
Keirsey Temperament Sorter 1956, by personality psychologist David Keirsey Based on ancient temperament theory by Hippocrates and Plato; four temperaments: Idealists, Rationals, Artisans, and Guardians—further divided into two categories each (roles) with two types each (variants)
DISC (Dominance, Influence, Steadiness, Compliance) By John Geier, based on psychologist William Marston’s 1928 published theories Quadrant behavior model; tests behavior preferences in four areas (the acronym):

  • Dominance—control, power and assertiveness
  • Influence—social situations and communication
  • Steadiness—patience, persistence, and thoughtfulness
  • Compliance—structure and organization
FIRO (Fundamental Interpersonal Relations Orientation) 1958 by American psychologist William Schutz to assess how teams performed in the Navy 9 “types” measure amount of interaction a person desires in/with groups—Expressed and Wanted levels of Inclusion, Control, and Affection/Openness on a 0–9 scale; frequently used with MBTI; reflects learned behavior
Strong Interest Inventory 1927, by psychologist E. K. Strong, Jr., to help people exiting the military find jobs; modern version based on Holland Codes Interest, not personality, assessment;The results include:

  • Level of interest on each of the six Holland Codes.
  • 30 Basic Interest Scales (e.g., art, science, and public speaking)
  • 244 Occupational Scales, which indicate the similarity between the respondent’s interests and those of people working in each of the 122 occupations.
  • 5 Personal Style Scales: learning, working, leadership, risk-taking, and team orientation.
  • 3 Administrative Scales used to identify test errors or unusual profiles.
Holland Codes (RIASEC) By psychologist John Holland Holland’s believed “the choice of a vocation is an expression of personality”; describes both people and work environments.Used by U.S. Dept. of Labor for classifying jobs. All people have some interest in all, but top two or three are used in occupational guidance.

Model: the hexagon. Those areas touching are more closely related.

The six personality and work environment types:

  • Realistic—practical, physical, hands-on, tool-oriented
  • Investigative—analytical, intellectual, scientific, explorative
  • Artistic—creative, original, independent, chaotic
  • Social—cooperative, supporting, helping, healing/nurturing
  • Enterprising—competitive, leading, persuading
  • Conventional—detail-oriented, organizing, clerical
Multiple Intelligences 1983, by American developmental psychologist Howard Gardner Used in education; 8 major intelligences:

  • Verbal/Linguistic
  • Mathematical/Logical
  • Spatial
  • Body/Kinesthetic
  • Musical
  • Interpersonal
  • Intrapersonal
  • Naturalistic
Kingdomality 1990, by vocational psychologist Richard Silvano 12 medieval vocations as career types:

  • Bishop
  • Benevolent Ruler
  • Shepherd
  • Black Knight
  • Scientist
  • Discoverer
  • Merchant
  • Prime Minister
  • Engineer-Builder
  • Dreamer-Minstrel
  • White Knight
  • Doctor

 And a neat Enneagram type career site I just ran across: http://www.enneatype.com/