1. Me and My Career

2. What is Personality and Why is it Important?
Personality is
Technical: “Sets of traits that influence patterns of thought and behavior that are consistent through life.”
Non-technical: How you view and interact with the world, people, yourself.
Influences
How much we want to interact with others
How well we get along with others
How often and how intensely we feel emotions
The technical definition of personality is pretty open. This definition simply states that personality is a set of patterns in behavior and thought that are consistent throughout time. It’s a really open definition.
My non-technical definition is even more open. Essentially, almost everything that makes you “You” can be attributed to personality.
Personality is important because it influences almost everything that we do.
Psychologist have looked at extroversion and happiness and repeatedly found that more extroverted individuals are generally just happier than introverted individuals

3. Let’s Assess Our Personalities
Your results will look like this
81&aR=0.583&nR=0.344

4. O.C.E.A.N. Openness to Experience
Inventive and Curious vs Consistent and Cautious
Openness to Experience
This trait reflects the degree of curiosity, creativity, and imagination. Individuals that score highly on Openness are creative and curious.
These people like new and novel experiences. They don’t like routine very much. However, the downside is that high levels of this might cause someone to be perceived as unpredictable or lacking focus.
Low levels of Openness are associated with closed-mindedness and data-driven (the ho-hum not-creative or fun people).
In the workplace we can relate Openness to Experience to the ability to work with and create new ideas, processes, or procedures.
Individuals that have high scores on this trait may tend to like positions where things are less structured. They are driven less by deadlines and more by how important the work is to them. (Think, artists, musicians, or maybe astro-physicists)
Individuals that score low on Openness tend to be more rigid and adhere to routine, particularly in how they approach problems. These individuals will probably use logic or reason and solutions that are based on similar problems that have already been solved.
Conscientiousness
This trait reflects one’s tendency to be organized, self-disciplined, and dutiful. Individuals that score really high on this trait (like me) tend to lack spontaneity, be really stubborn, and sometimes obsessive. Once I start something I finish it. I can’t not finish it. It actually physically bothers me to leave a task unfinished.
Low levels of Conscientiousness are associated with being easy-going. These people are relaxed, flexible, spontaneous, and adapt to new situations really well.
High Conscientiousness is related to many “successful” behaviors in the workplace. These people tend to be reliable, self-motivated, productive, and less prone to absenteeism. Generally speaking, high levels of conscientiousness is predictive of workplace success. However, there is a downside to high Conscientiousness in the workplace. These individuals can easily become perfectionist or workaholics. (These individuals along with a combination of other traits tend to make good entrepreneurs).
Extraversion
This trait is concerned with sociability and general levels of energy (sort of). Individuals with high levels of extraversion are energized by social interaction. These people are characterized by being talkative, assertive, and tend to seek stimulation in the company of others. Really high levels of extraversion are perceived as attention-seeking and domineering.
Low levels of extraversion causes a person to be reserved and reflective. These individuals require less stimulation from outside sources and more time alone. These people can be perceived as aloof or self-absorbed.
This trait significantly impacts the nature of one’s work. For example: I score pretty low on extraversion. This means that interacting with lots of people is physically draining for me. Working in groups can also be difficult. This is because I tend to be quiet, and I can get distracted by noises around me in the office.
Extraverts seek out the company of others. Although not always “team players”, these individuals are attracted to working with other people. In combination with other traits (conscientiousness and agreeableness) extraverts can make good managers.
Agreeableness
This is associated with social harmony. Agreeable individuals value cooperating with others. They are generally kind, considerate, trusting, helpful, and willing to compromise. It is also associated with feelings of sympathy/ empathy. These individuals are sometimes seen as naive.
Low levels agreeableness are often associated with being analytical and detached. Really low levels can be perceived as being competitive or argumentative. These individuals can be seen as calloused or skeptical of other’s motivations.
As you may have guessed Agreeableness is important in jobs that require compassion or helping others. Individuals that score high on this trait may find jobs in community and health services or customer services a good fit. (Think Clergy or Substance Abuse Counselors).
Neuroticism/ Emotional-Stability
This facet is sometimes known as Neuroticism. Neuroticism generally refers to emotional stability. Individuals that score high on neuroticism have a tendency to experience unpleasant emotions more easily and for longer periods of time than other individuals.
Low neuroticism is often associated with high levels of stability. These individuals are not upset easily. Sometimes they are perceived as showing very little emotion though.
This personality trait is a lot like Conscientiousness. Generally, most employers consider it important, and the ability to regulate one’s emotions and tolerate stress is predictive of success in most fields. However, this trait becomes especially important when we talk about police officers, firemen, or security personal.

5. O.C.E.A.N. Conscientiousness
Efficient and Organized vs Easy-Going and Careless

6. O.C.E.A.N.
Extraversion
Outgoing and Energetic vs Solitary and Reserved

7. O.C.E.A.N.
Agreeableness
Friendly and Compassionate vs Skeptical and Antagonistic

8. O.C.E.A.N. Neuroticism/ Emotional-Stability
Sensitive and Nervous vs Secure and Confident

9. Team Activity Break into 5 groups
As a Group, Match Individual Personality Profiles with Job Descriptions
What is this person’s strongest trait(s)?
What is the nature of the job?
Solitary vs. Team?
High vs. Low Stress?
Frequently Changing Tasks vs. Routine?
What did you consider when placing this person?

11. How Does This Relate to Careers?
Openness to experience
“Idea People”
Conscientiousness
Productivity
Extraversion
Managing
Agreeableness
Cooperation
Neuroticism
Relaxed
So remember that individuals that are open to experience tend to be original, imaginative, and daring. These individuals could be considered “Idea People”. Not only that, but these individuals tend to be very flexible. They do well in positions where there is not a set routine.
Individuals low on Openness to experience can come off as stiff or rigid. However, they do follow procedures very well. These people may like positions where there are set routines that don’t change much.
Conscientious individuals tend to be goal oriented. Unsurprisingly, there is a very strong connection between being Conscientious and completing tasks. These individuals tend to be reliable, self-motivated, productive, and less prone to absenteeism. However, there are disadvantages to really high levels of conscientiousness. These individuals can be stubborn and almost obsessive about getting things done.
Extraversion is related to working in groups. This is not necessarily how well the individuals get along with each, but more like how much they want to work in a group. Remember that extraverts are energized by social interaction. Extraverts are naturally drawn to team work. Extraverts can benefit a teams communication. Really extraverted individuals are talkative, so it may appear as though little is getting done. Introverts on the hand, may not communicate enough. In combination with high agreeableness and high openness to experience these people could be good managers.
Agreeable people are generally considerate, trusting, and friendly. These individuals facilitate social harmony and cooperation. These people help keep the group together and not fighting itself. People low on agreeableness may be more argumentative, because these individuals tend to be more skeptical other’s motives. Individuals high on Agreeableness may like customer service work, or when combined with traits like Openness, and low Neuroticism, social work.
Individuals that are low on Neuroticism or high on Emotional Stability tend to be valued. This is because individuals that are Emotionally Stable tend to handle stressful situations fairly well. These people do especially well in protective services where their Emotional Stability can be very beneficial. After all you wouldn’t want to have an EMT or Fireman that panics.

12. Knowledge is Power