Archives For Gnothi Seauton – Know Thyself

Willpower Assessment

Some people believe that willpower is a muscle, one that is weaker for some people and stronger for others, or it’s like an emotion. But either way, I think we can make it stronger. Just like most exercise programs you need to find your base, where are you at now. Here are a couple of links to determine your willpower level;

Willpower and Self-Control: Do You Need to Improve Your Self-Discipline? (Assessment)

The first willpower assessment my willpower level came in as high. Although I procrastinate on doing things that I consider are in my weak areas, I do have willpower to do things that I see have value in my health and learning journey. But first you need to have a reason, or purpose for doing something, otherwise you may waste your willpower muscle on something that isn’t important.

Willpower Test

The second willpower test  my overall result was 73. It says that I would be a perfect person others could come to help achieve their resolutions. I guess that’s what a professional coach’s job is, to help others achieve their goals, to help people build, or control, their willpower.

Although I’m sure you don’t need to take an assessment to get an idea on how strong your willpower is, just look at your checking account and your waistline. For me it’s the checkbook, sometimes I can be an impulse buyer, fortunately my impulse buying is usually to learn something. Now I just need the willpower to finish the books, lessons, and activities from the courses I’ve started.

Qnothi Seautum – Ego

September 4, 2016 — Leave a comment

How big is your ego, do you tend to say I a lot, and find yourself boring others while talking about yourself? Well of course not, everything you do and are is exciting, right?

There are a couple of short quizzes you can do online to do an ego check on yourself. The first one I did was The Ego Meter, it’s only about 10 questions and it aligns you up with some examples like Gandhi, Mother Teresa, Hemingway and Kenya West. Mine came up as a mixture between Mother Teresa and Gandhi, called Mondhi. It explains that wherever there are people in trouble or obstacles that need overcoming, you’re there. White hats were invented for personalities like this. There is, however, a line between a superhero and goody two-shoes, so put down the weight of the world every once in a while.

The other quiz, How Big Is Your Ego/confidence, was pretty basic and the questions more geared toward school age kids, but I did score as being normal, that I have the right level of self-esteem.  I don’t know if that’s good or bad.

I think the biggest test to know if your ego isn’t matching social norms is to think, do I care more about myself than others. Do I talk down to people, or do I lift them up? If you think you’re better than  others, then maybe it’s time to check your ego in at the door, and lose the ticket to get it back.


The Ego-Meter

How Big Is Your Ego/confidence?

The Gallup organization released the original StrengthsFinder assessment in 2001 with the book Now, Discover Your Strengths. It became a New York Times bestseller and sold nearly 2 million copies. Strengths are a combination of talents, knowledge, and skills. People use these traits and abilities in their daily lives to complete their work, to relate with others, and to achieve their goals. But most people don’t know what their strengths are or how to use them to their advantage.

People who do focus on their strengths every day are six times as likely to be engaged in their jobs. They are more productive individually and in teams, and are more than three times as likely to say they have an excellent quality of life.

Talents represent a capacity to do something, what makes you exceptional. Knowing, understanding, and valuing your talents is directly linked to achieving in classes, careers, and throughout your life.

A strength is the ability to provide consistent, near-perfect performance in a given activity. Strengths start out as talents, they’re produced when talents are refined with knowledge and skill.

The assessment consists of 34 different themes, but they have little to say about what field you should be in, and only offer some directional guidance on what role you should play within your chosen field.

The 34 themes are; (the underlined ones are mine)

  • Achiever – driven; constant need for achievement.
  • Activator – Impatient for action; “When can we start?” Must act as soon as decisions are made.
  • Adaptability – Live in the moment; expect and respond well to new demands; flexible.
  • Analytical – “Prove it”; Insist on sound ideas; objective; Like data and patterns.
  • Arranger – Like to be a “conductor”; enjoy managing variables and realigning them to find the perfect configuration; can change mind at last minute if new idea comes up.
  • Belief – Enduring core values; Often family-oriented, spiritual, value high ethics; Success more important than money and prestige.
  • Command – Take charge; easy to impose views on others; Fine with confrontation; Like things to be clear and up-front; May be labeled as intimidating or opinionated.
  • Communication – Like to explain, describe, host, speak in public and write; Take dry ideas and give them life; use examples, stories, metaphors; People like to listen to you.
  • Competition – Always comparing your performance to others; Like to win; May avoid contests where winning is unlikely.
  • Connectedness – Believe things happen for a reason; Believe everything is connected in some larger sense; Considerate, caring and sensitive; Faith in something greater.
  • Context – look at past to understand present; Like to understand backgrounds on people and ideas.
  • Deliberative – Careful; vigilant; private; Identify risks and mitigate them; Not effusive with praise.
  • Developer – See potential in others; Like to see people develop and grow.
  • Discipline – Want things to be predictable, ordered, planned; You impose structure in your life by setting up routines and working on timelines; Detail oriented.
  • Empathy – Sense emotions of others; feel what they feel; anticipate others needs; Good at expressing feelings.
  • Fairness – Balance is important; treat people the same, regardless of their situation; Don’t believe others should have an advantage because of their connections or background.
  • Focus – Need a clear destination; goal driven; stay on task; impatient with delays or tangents.
  • Futuristic – “Wouldn’t it be great if…?”; Dreamer; Energized by what the future may hold; People may look to you for hope.
  • Harmony – Look for areas of agreement; dislike conflict and friction; Peacemaker; Believe productivity is enhanced by looking for common ground rather than forcing views on others.
  • Ideation – Fascinated by ideas; like finding connections between seemingly disparate phenomena.
  • Inclusiveness – Like to include people and make them feel a part of the group; Not prejudiced; No one should be ignored.
  • Individualization – Don’t like generalizations about people since everyone is different; Recognize people’s unique qualities and strengths; Good at building teams.
  • Input – Inquisitive; like to collect things; Find many things interesting.
  • Intellection – Like to think; like mental exercise; Introspective; may spend time alone thinking of questions and coming up with possible answers.
  • Learner – Love to learn as well as the process of learning; Energized by journey from ignorance to competence; Might take classes such as yoga or piano.
  • Maximizer – Like to take something good and make it great. Don’t like taking something bad and making it good; fascinated by strengths – your own and others; Focus on strengths.
  • Positivity – Generous with praise, quick to smile; always looking for the positive; Might be viewed as lighthearted; Full of energy and optimism.
  • Relator – Like to spend time with people you know; Selective with relationships since you would rather deepen your existing relationships than create superficial new ones.
  • Responsibility – Feel emotionally bound to complete commitments, or will try to make it up to someone if you don’t complete it; Excuses and rationalizations are unacceptable; Looked at as completely dependable.
  • Restorative – Love to solve problems; Enjoy the challenge of analyzing symptoms, identifying what is wrong, and finding a solution.
  • Self-Assurance – You have faith in your strengths; Confidence in your abilities and judgment; Always seem to know the right decisions; not easily swayed by other’s opinions.
  • Significance – Want to be viewed as significant in the eyes of others; like recognition; Want to be heard and stand out; Independent; Like to do things your way.
  • Strategic – Able to sort through clutter to find best route; See patterns; Ask “What if”; able to foresee potential obstacles in advance and select the right path.
  • Woo – Stands for “Winning Others Over”; Enjoy challenge of meeting people and getting them to like you; Drawn to strangers; Make connections, then move on to meet new people.

Each person has greater potential for success in specific areas, and the key to human development is building on who you already are.

To excel as a leader you will need to recognize, and then learn to capitalize on, each person’s unique strengths. This will keep your employees productive, energized, and satisfied. This allows you set different expectations for each person so that they can focus on their strengths. When a manager understands their employee’s strengths they can tailor their jobs and work assignments to capitalize on those strengths. When work teams are formed you can put people together that complement each other, ones with different strengths in order to establish a more productive team.

Top achievers build their lives upon their talents no matter what field they are in. They apply their strengths in roles that best suit them and invents ways to apply their strengths to their tasks.

So how do we work on our strengths? First you need to know what they are. Some times what you find easy and take for granted are actually your strengths. I would recommend that you grab a copy of the book Strengthfinders 2.0, it’s less than $20, but don’t buy used, the assessment code will be also be used. Or you can take the free online assessment (it may not be exactly as the Strengthfinders assessment).

If you’ve either done this assessment yourself or with your company, talk to your leader about your strengths and how you want to work more in those areas. If your job doesn’t consist of any of your strengths, you may consider moving to one that does. If you’re in a job that doesn’t allow you to work in your strengths you’ll probably dread going to work, achieve less on a daily basis, have fewer positive and creative moments and could even treat customers poorly.

Once you know, review your top 3 strengths and top 3 weaknesses daily, and think how you can work on your strengths, and manage your weaknesses. Weekly review the Ideas for Action for each of your strengths and how you can implement any of them throughout the week. Monthly reflect on how you’ve improved your strengths and if you’re still being impacted by any of your weaknesses. There’s also tools available online to help you implement the Strengthfinders concept into your life. The last tip, share your strengths with others so they know what areas you’re great at and instead of asking you to help them do something you’re not good at, ask you to do something that you excel in.

You cannot be anything you want to be – but you can be a lot more of who you already are.

Please share your strengths in the comments..



The Clifton StrengthsFinder® 2.0 Technical Report: Development and Validation


Using the Myers-Briggs® Instrument with the Gallup StrengthsFinder

Understanding Your Talents & Strengths

Take the Workuno Strengths Test Free (Similar to the Stregthfinders 2.0 assessment)

Strengthfinders books by Tom Rath

Example – Strengthfinders 2.0 Results for David Leingang

Strengths-Based Books from Gallup

Strengths Based Parenting (2016) –

First, Break All the Rules (2016) –

Strengths Based Selling (2011) –

Strengths Based Leadership (2009) –

StrengthsFinder 2.0 (2007) –

StrengthsQuest (2006) –

Teach With Your Strengths (2005) –

How Full Is Your Bucket? Positive Strategies for Work and Life (2004) –

How Full Is Your Bucket? Expanded Anniversary Edition (2009) –

Living Your Strengths (2004) –

Discover Your Sales Strengths (2003) –

Now, Discover Your Strengths (2001) –

StandOut 2.0

July 2, 2016 — Leave a comment

Marcus Buckingham first published “First, Break All the Rules” and then “Now, Discover Your Strengths,” brought to mainstream business the importance of focusing on developing our strengths, not our weaknesses was how we reach our true potential. He added to this conversation when he published “StandOut” which provided new insights and more important, an online assessment tool. The updated version “StandOut 2.0” gives you your own Personalized Strengths Channel, the program can send you a weekly tip, insight, or technique to help you build on that strength.

This assessment isn’t how you perceive yourself, but as others see you. The assessment does this by giving scenario examples where the choices are equally good and limited time to respond so you don’t overthink them. It uses specific “trigger words” that your true personality type will subconsciously relate to, so you’re forced to answer what first comes in your mind. The results show you how other people see you as, not how you see yourself. It claims that you can’t skew your answers to how you want your themes to come out, unlike most other assessments.

The StandOut assessment is broken down into nine different roles, unlike the 34 themes from the Strengthfinders assessment. Although the Leadership Based Strengthfinders book narrow those 34 themes down into four leadership domains strengths of Executing, Influencing, Relationship Building and Strategic Thinking. More on that assessment in a future article.

The StandOut report provides you with a graph which ranks them from your strongest to weakest role. The top two roles is what your biggest contribution to the team is. Here’s an example:

StandOut Graph

The nine roles are defined as follows;

1) Advisor: You are a practical, concrete thinkier who is at your most powerful when reacting to and solving other people’s problems

2) Connector: You are a catalyst. Your power lies in your craving to bring two people or ideas together to make something bigger and better than it is now.

3) Creator: You make sense of the world–pulling it apart, seeing a better configuration, and creating it.

4) Equalizer: You are a levelheaded person whose power comes from keeping the world in balance, ethically and practically.

5) Influencer: You engage people directly and persuade them to act. Your power is your persuasion.

6) Pioneer: You see the world as a friendly place where around every corner good things will happen. Your power comes from your optimism in the face of uncertainty.

7) Provider: You sense other people’s feelings, and you feel compelled to recognize those feelings, give them a voice, and act on them.

8) Stimulator: You are the host of other people’s emotions. You feel responsible for them, for turning them around, for elevating them.

9) Teacher: You are thrilled by the potential you see in each person. Your power comes from learning how to unleash it.

My primary role is Provider and my second role is Stimulator, as replicated in the above image. The assessment gives you a snapshot of what your greatest value to the team is, here’s what mine said;

You make sure that every voice is heard. You are the expert listener. You are gifted at hearing our stories, honoring them, and then helping us to move forward. Your guiding belief is that we can answer our own questions, respond to our own challenges, find our own power to think something through and then take action. When we are down, you pull us back up and get us feeling like we have it within us to charge forward. Where some people excel at arbitration, hearing both sides and deciding for everyone, you are an excellent mediator, carefully paying attention and finding the common ground, staying positive, and keeping faith that there is indeed a resolution — all with your characteristic self-deprecating yet energizing brand of humor. You make sure that every voice is heard.

The report lists a number of different other suggestions like; You, at your most powerful; How you can make an immediate impact; How to take your performance to the next level; What to watch out for; How to win as a leader, How to win as a manager, How to win in client services and How to win in sales. It also outlines what your ideal career would be, here’s mine as other people see me;

You make us feel that we have it within us to charge forward. When we are down, you pull us back up and get us feeling like we have it within us to charge forward. This is a guiding belief of yours: that we can answer our own questions, respond to our own challenges, find our own power to think something through and then take action. You will find yourself drawn to psychology, sociology, and counseling, because they will help you understand more deeply why people get stuck, and which emotional triggers you can trip to release them. You will excel in these roles, or indeed any role that requires you to be an expert listener–here your gift will be to hear the person’s story, honor the story and then use it to help her move forward. This gift will also serve you well as a mediator. Not an arbitrator, but a mediator: someone who is paid to help each party stay positive, find the common ground, and keep faith that there is indeed a resolution. You will also shine as a facilitator. In this role you won’t get caught up in the content of the session, but instead will be attuned to making sure that every voice is heard, and that the mood of the room stays lively. Wherever you are, we will warm to your self- deprecating yet energizing brand of humor.

For those of you that know me, please leave a comment if you think this is true or not.

I definitely recommend this book and assessment, “StandOut 2.0” is a tool that enables you to identify your strengths, and those of your team, and act on them. It’s an easy assessment to take and gives you an online platform to display your results and receive tips to help you build on those strengths. You can get a book on Amazon for less than $15 and it comes with a code to access the online platform.


StandOut Assessment

Marcus Buckingham Wants You to StandOut

Free StandOut Strengths Assessment

StandOut 2.0: Assessing Your Strengths

The Myers-Briggs Type Indicator® (MBTI®) personality inventory has been around for a number of decades and is one of the most popular personal assessments used. It helps individuals to understand their behavior by seeing how they prefer to use their perception and judgment.

Perception is how we become aware of things, people, happenings, or ideas. Judgment is how we coming to conclusions about what has been perceived. If people perceive things differently they come to different conclusions, showing how they are different in their interests, reactions, values, motivations, and skills.

The MBTI is broken into 16 distinctive personality types that combines eight different categories into four groups;

  • Extraversion (E) or Introversion (I): Do you prefer to focus on the outer world or on your own inner world?
  • Sensing (S) or Intuition (N): Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning?
  • Thinking (T) or Feeling (F): When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances?
  • Judging (J) or Perceiving (P): In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options?

Your preference in each category gives you your own personality type, which is expressed with four letters in 16 different personality types: ISTJ, ISFJ, INFJ, INTJ, ISTP, ISFP, INFP, INTP, ESTP, ESFP, ENFP, ENTP, ESTJ, ESFJ, ENFJ, ENTJ. You can go to the official MBTI website to check out all of the definitions and pay for a self-assessment, or you can go to a number of sites that you can take a quick MBTI assessment for free to give you a good indication on what your MBTI is.

I won’t go into each one of the 16 type indicators except to briefly outline the Intuitive, Nurturing, Feeling, Judging (INFJ) one, because that’s what I am.

My MBTI is Introverted, iNtuiting, Feeling, Judging (INFJ). In an article by Marina Margaret Heiss, INFJs are distinguished by both their complexity of character and the unusual range and depth of their talents. INFJs tend to be idealists, and because of their J preference for closure and completion, they are generally “doers” as well as dreamers. This rare combination of vision and practicality often results in INFJs taking a disproportionate amount of responsibility in the various causes their drawn to.

INFJs are sometimes mistaken for extroverts because they appear so outgoing and are genuinely interested in people, but INFJs are true introverts, who can only be emotionally intimate and fulfilled with a chosen few long-term friends, family, or “soul mates.” Occasionally INFJs will withdraw into themselves, shutting out even their mates. This provides them with both time to rebuild their depleted resources and a filter to prevent the emotional overload to which they are susceptible to as inherent “givers.” INFJs need to be able to express their creativity and insight and need to know that what they are doing has meaning, helps people, leads to personal growth and is in line with their values, principles and beliefs.

Since I’m into studying leadership, I always like to see how my personality type relates to how I lead. INFJs are often reluctant in exercising their authority who prefer to see subordinates as equals. They leave the technical systems and factual details to more capable hands, and work hard to inspire and motivate, not crack the whip. INFJs’ also expect their subordinates to be as competent, motivated and reliable as they themselves are. Basically, they lead by example.

Some of the famous INFJs, or determined to be INFJs are; Plato, Mother Teresa of Calcutta, Thomas Jefferson and Jimmy Carter (U.S. Presidents), Nelson Mandela, Martin Luther King, Jr., Carl Jung, George Harrison from the Beatles, and Mark Harmon from the television series NCIS. Some of the INFJ’s that I’m afraid to say that I have the same personality type are two of the most evil men from the past century, Adolf Hitler and Osama bin Laden.

Take the free MBTI assessment to see what type you are, if you’ve never done it before I’m sure you’ll be surprised that what you do is normal for you, it’s alright to be different from others. Once you understand why you do what you do, you’ll become more comfortable with who you are.

After you take the assessment post what your type is.

“When people differ, a knowledge of type lessens friction and eases strain. In addition it reveals the value of differences. No one has to be good at everything.” ~ Isabel Briggs Myers


The Myers & Briggs Foundation

The Myers & Briggs Foundation assessment

16 Personality Types (free personality test)

Jung Typology Test™ (free)

Famous INFJs