I Tested My Personality To Be More Productive
Two quizzes that changed it all for me.
About a year ago, I decided to spend more time figuring out how to be more productive. On paper, it looks like I've had a relatively good run on the productivity front. I was given a lot of responsibilities at a young age: at twenty-four I ran the homepage of The Huffington Post and at twenty-eight I became the Executive Director of Digital at The Washington Post. My final act in media was to then co-launch NowThis as its Managing Editor before cofounding PowerToFly.
The truth is, that even though I'm a self-motivated person who can work for endless hours to launch media startups, I'm also very driven by outside pressures. I had great bosses who knew exactly how to push that button for me when I was at Huffington Post, The Washington Post and NowThis (same boss I had at Huffington Post).
I realized this after reading Gretchen Rubin's book "Better Than Before: Mastering the Habits of Everyday Lives." I received the book from an agent who wanted me to write about PowerToFly and all my experiences as a young woman in media. Despite the learnings from the book, everyday I question if I have the right productivity habits to see a book-project through completion.
Despite my own issues (and too many still rest in self-doubt), for anyone wanting to figure out how to be more productive, I highly recommend Rubin's book. The one part that struck me most was a breakdown of people's "Four Tendencies". I've added a link to a quiz you can take, so you know which tendency applies to you.
I'm an "Obliger". I need to meet people's outer expectations. I need pressure from another person often. So now my cofounder and team members serve that purpose. There's nothing more motivating for me than when one of them tells me I can be doing a better job (maybe one of those days I'll reveal some examples on that front). This was the case for me throughout school. If a teacher told me I needed to step-it-up then I'd rise to the challenge. If I didn't get any feedback - preferably negative - then I'd coast along.
After four years or primarily working from home, I decided three weeks ago that having my cofounder and coworkers put pressure on me wasn't sufficient enough for me to be productive. So I joined a co-working space near my house in Brooklyn called "Friends Work Here". Obviously no one from Friends is telling me to move faster on a sales pitch for PowerToFly, but being in the company of others is enough for me to not Google aimlessly during the day (people do look at your screen, despite their best intentions). I also love being able to chat with people in the shared kitchen about a project I'm working on. A little validation goes a long way - even if they validate the idea isn't so great.
Another way to test personality is through an Enneagram Test. I'll get into this more in a future post, but I now ask everyone on my team to take it. It's a thirty minute task and it not only helps you understand your work personality, but it also clarifies what types of people you work best with. I'm an "eight" and love working with other "eights". But that doesn't mean I don't benefit from working with other personality types. Because of the Enneagram Test I know understand how to work better with personalities that aren't a direct match to mine.
In the months since I've had a better read on my personality, not only have I been able to refocus where I can be most productive, but I've also re-calibrated how I talk to and manage people at PowerToFly. So find some time and take the Enneagram or Four Tendencies quiz - either will save you time in the long run.
The Four Tendencies Quiz From Gretchen Rubin (click on the image)
Of everything I learned about habits and human nature from working on my book Better Than Before, the most challenging thing I figured out -- and the insight I'm most proud of -- is my Four Tendencies framework. (See below for a quick overview.) It took me months of rumination to make sense of everything […]
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💎 Partnerships in remote environments is one of the most important aspects to construct in a company. Watch the video to the end to get good tips on how to do it successfully.
📼Wondering how to create partnerships in remote environments? Play this video to get three top tips that will help you to achieve it. You'll hear from Olga Shvets, HR Business Partner, and Viktoriia Litvinchuk, People Team Operations at Unstoppable Domains, who will explain the essentials of this process.
📼How to build partnerships in remote environments? Tip #1: Communicate Effectively. Communication is the key to enabling your remote team to be successful. Choose the channel that works best. For this, chat with your employees and see what they use to communicate, that's how you find the best solution. Also, make sure your team is on board with your internal tools and they know what, how, and where they need to use them.
📼A requisite for building partnerships in remote environments is Tip #2: Show appreciation. Appreciation is shown through your actions. Let your employees know that you value everything they do for the company. Create a special gratitude channel where everyone can share their appreciation for their colleagues for some contribution. Celebrate some wins, promotions, and everything that is important for the company. If you appreciate the employees, employees do the same for the company.
Create Partnerships In Remote Environments Using Trust - Tip #3: Give Honest Feedback
Use engagement surveys! They are a quick and effective way to receive honest feedback from your team and you can see what's working well and what needs to be improved. Your main priority is to create spaces where managers and employees can share honest, relevant feedback.
📨 Are you interested in joining Unstoppable Domains? They have open positions! To learn more, click here.
Get to Know Olga Shvets
If you are interested in a career at Unstoppable Domains, you can connect with Olga on LinkedIn. Don’t forget to mention this video!
More About Unstoppable Domains
Unstoppable Domains is bringing user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain. These domains allow users to replace cryptocurrency addresses with human-readable names, host decentralized websites, and much more.
By selling these domains direct to consumers for a one-time fee, the company is making a product that will change cryptocurrency and shape the future of the decentralized web by providing users control over their identity and data.
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
💎Want to know what engineering teams are like at Workiva? Watch the video to the end to find out!
📼 Engineering teams at Workiva are constantly hiring. Marie Yue, Senior Engineering Manager at the company, tells you what they look for in a candidate and what the dynamics of teamwork are like.
📼 The typical path in the engineering teams at Workiva is that you grow into a senior, and then you move into a lead role. From there, there are a few different tracks that you can take depending on your interest. You can become a staff engineer, an architect, or even an engineering manager. What are you waiting for to apply?
📼In the engineering teams at Workiva every member should feel empowered to do their job effectively. For this, each has to understand how the work they do day to day solves customers’ problems. Managers will always seek to be aware of members’ career path aspirations so that they can look for opportunities and projects to help each person reach the next step in their career.
Engineering Teams At Workiva: A Safe Space
Marie Yue’s team is a safe space for people to make mistakes and ask for help, and each member feels a sense of belonging and inclusion. She wants to make sure that everyone is individually empowered to lead and make decisions. For this, the team has regular meetings where they do fun things like play virtual games or eat lunch together, and they also like to re-review and add to their team working agreement once a quarter.
🧑💼 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Marie Yue
If you are interested in a career at Workiva, you can connect with Marie Yue on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.
After two years of remote programming, we’re excited to welcome the 2022 NIKE, Inc. Internship Program back to our U.S. offices this week!
This year’s class of 318 represent the top 1% of 34,000+ applicants from 113 universities – including 10 Hispanic Serving Institutions and five historically Black colleges and universities. And that’s not all! Many of this year’s interns are Division 1 student-athletes, representing Track and Field, Rowing, Soccer, and Volleyball, to name a few.
During the nine-week internship – built around the theme of Never Done Shining – interns will work across Nike, Jordan and Converse taking on meaningful projects for the business areas they’re supporting. We can’t wait to watch this talented, diverse group kick off their Nike journey and shine!
Want to learn more about the program? https://jobs.nike.com/internships