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Feeling lost with no career direction?

One of our viewers had a question they wanted an answer to.

“How do I identify who I am?”

This is a great question because success starts from within, which means understanding yourself at a deep level – from your best qualities to your worst traits, is going to be extremely valuable to a lot of you.

It doesn’t matter if you’re in an entry level role or a leadership role because the more you know about yourself and the more you’re aware of other personalities – the more you can hone your skills and pave the road to a prosperous future.

However, before we get going I want to clear up a common misconception.

Your strengths are not your skills.

Skills are things you can learn – they are constantly in flux.

Strengths are linked to your overall character and personality traits, and these don’t change much over the course of your life.

Now, there are a few different ways of learning about yourself and finding out what your strengths are.

Reflect on yourself

Think you’re already self-aware and have what it takes to critically examine yourself in detail?
Great!

You can start by thinking about what you enjoy doing and what you dread doing on an average day at work – this will indicate what your strengths and weaknesses are to some degree.

Don’t be afraid to really dig deep – you need to know what motivates you, what energises you, and also what demotivates you and leaves you feeling drained and irritated.
You should also have a go at analysing your own personal characteristics and keep an eye out for any recurring themes.

Are you constantly overworking yourself until you have nothing left in you?
Are you easily distracted?
Do you prioritize the wrong things and end up with no time to do the things that really matter?

Take note of anything you discover until you have enough to build a comprehensive report.

Take a psychometric test

We get a lot of clients that don’t understand themselves. They don’t know their strengths or weaknesses, they don’t know what they want, and they don’t know how they can add value to an organisation. What’s more; they don’t understand other people either.

The thing is, in order to influence others to get the outcome you want, not only do you need to understand how other people tick, but you also need to be well acquainted with yourself.

For this reason, with our clients and team we use Talent Dynamics – a psychometric test and business development tool. It helps you understand not only your own strengths and weaknesses, but also the strengths and weaknesses of your team, and who works well on what and with whom. Talent Dynamics has eight profiles in total, and provides quite a detailed look into what makes each of these profiles tick so that you can manage your time and work flow more efficiently, as well as plan for the future.

Ask your inner-circle

Most of us are unaware of how we come across. Accurately assessing and judging ourselves is not the easiest thing in the world to do. It can be difficult to find strengths and weaknesses within ourselves.

The best way to understand yourself is to ask other people!

This can be as simple as getting feedback from your managers and colleagues at work or your friends and family.

Believe it or not, this can even be more accurate than taking a psychometric test, because the results aren’t going to be skewed at all as long as the person is being honest with you.

At the end of the day, everybody is different, and everybody has something valuable to offer an organisation. The trick is nailing down exactly what that ‘something’ is, and the best way of doing this is to focus on what you already excel at, and becoming the best you can possibly be at that thing, whatever it is.
Just knowing your strengths and understanding other people isn’t enough – you need to put that knowledge to good use by actively connecting with others and working for a better future together.

If you have any questions about this topic, or any topic at all for that matter, feel free to comment below because we’re more than happy to create content around these questions.

Until next time,
Thai Ngo.

Post Author: Thai Ngo

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