Career Development: Practical steps to a new career | Emmy Petersson | Skillshare

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Career Development: Practical steps to a new career

teacher avatar Emmy Petersson, Career and Transition Coach

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

13 Lessons (1h 26m)
    • 1. Intro and welcome video

      3:23
    • 2. Section 1 Where you are now

      2:55
    • 3. Section 2 Values

      3:56
    • 4. Section 2 Values FAQ

      3:51
    • 5. Section 3 Personality profiling

      4:11
    • 6. Section 4 Strengths

      6:52
    • 7. Section 5 Core needs intro

      16:12
    • 8. Section 5 Core needs exercise

      6:08
    • 9. Section 6 putting it all together, part 1

      9:08
    • 10. Section 6 putting it all together, part 2

      9:31
    • 11. Closing thoughts

      1:07
    • 12. Bonus video: Understanding cultural differences at work

      8:04
    • 13. Bonus video: Personal Brand Reflections

      10:53
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About This Class

We are living in really exciting times now, where more and more people choose to say 'no' to the jobs that no longer suit them and allow themselves to change career direction. This program is a practical path from confusion, overwhelm and unfulfilling work to a clearer idea of what you could be doing instead.

This course is for anyone looking for a structured and engaging path to shortlisting some career options that truly resonate with YOU! If you feel stuck in your career and find yourself asking "Is this it?", this course will give you both practical and emotional support to start changing direction.

Download the course workbook saved under 'resources' (if you're using a laptop/desktop) or access it  via this link.

Meet Your Teacher

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Emmy Petersson

Career and Transition Coach

Teacher

How do you feel about your current job situation? Do you look forward to go to work most days? Or do you feel like you've lost your way a little bit and don't belong in your current role?

Since childhood I've always been curious to learn new skills, languages and build points of meaningful connection. With the future of work already changing the job markets and the way businesses operate across the world, I believe we need to foster that type of curiosity and help both people and organisations to grow and transform their skills and points of difference. 

I'm a certified coach who has worked with people in transition between career changes, countries or challenging life situations since 2013.

I'm a believer in breaking things up into manageable steps, ... See full profile

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Transcripts

1. Intro and welcome video: Hello and welcome to this career transition training where we're gonna work at what is next in your career. My name is EMI, and I have been working with people in a career transition and coaching space for quite a few years, and I've helped a lot of people answer the question. What do I do next? And how do I get there? Because those two things the what and the house seemed to be the thing that people struggle with the most when they're transitioning in their career. We all need help navigating the space. I'm really glad to have you here now. How do you know if this courses for you? Well, it could be that you're the kind of person who have been doing what you currently do. For quite a while. You've been in sales, marketing, teaching whatever you have been doing for quite a while, and you're good at it for your heart. It's just not in it anymore. It used to be a lot of fun, and now it's not anymore. And you're thinking I really don't know where to go next. I don't really want my boss's job. I don't really want advance in my current business. Where do we go? Well, you're in the right place. That's the kind of stuff were gonna answer with the exercises like she ever do in this course. The other thing might be a that you're the kind of press and has never really found your thing. And you've done a bunch of different things and you've enjoyed some of them more than others. But you feel like you haven't really found your thing. So this course is going to give you a few simple exercises where you can start narrowing down on what's right for years. And finally, you might be the kind of person who knows fairly clearly what's next in your career. But you want to sends check that a little bit with a few different tools and exercises. And then, if that's the case, this course is right for you as well, because you'll get exactly that in the work shades and the projects that we're going to be doing on this course. The biggest thing I want to say is be open minded about this process. We're gonna do five simple strategies or tools, if you will so be open minded I appreciate you probably done some kind of this work before you might have done some personality profiling with the business you worked for, or been curious to do it yourself. You might have already done some thinking around your values, and I just encourage you to put all that aside for just a moment and go through the exercises with a clean, fresh mind. If you want to bring in some of that stuff you've already done, that's totally fine. But just a mass yourself in the exercise and do it fully, and you'll find that the results that you get when you overlay the results at the end is pretty cool. The final thing before we dive into the cool content I'm going to be sharing with you is to allow yourself to leave the need for titles or the need for labels to the side. For the moment, being the human mind when we're transitioning and changing something instead of getting created about solving problems, we tend to want a label things and put them into boxes. And the tricky thing with career transitions is that we're looking for that perfect title, that perfect thing that we're gonna call ourselves, You know, Doctor, teacher, analyst, engineer, whatever that is for you. When we restrict ourselves to labels, we actually stopped the creative process and the brainstorming. So I really want to allow yourself to give yourself permission to put that aside and just enjoy the process, because it's simple and it can be really fun if you let it be cool. So I've got lots to share with you. I'm so excited you're here and let's dive into the next section. 2. Section 1 Where you are now: Tyler. And welcome back way I'm gonna start section one or tool number one of five with a very simple self check in of the self check in is incredibly valuable because we need to know the baseline that was starting from. And there's no vital wrong here. It's just how you write yourself. So we're gonna use two different tools. You can lean more on one than the other if you like, but I encourage you to look at both of them in the hand out below. So the 1st 1 is to write your current career or your current work situation on a scale from 1 to 10 1 being really miserable and not feeling fulfilled it all to 10 feeling really fulfilled and really happy. If you're not currently working, you can use your most recent job if you like, or if you are not working and you don't really have a job to compare to. You can kind of rate your current life situation in general on a scale from 1 to 10. If you gave it, say, a two or a three, it might be worth just also outlining some specific points on if it is your manager, for example. What specifically about that manager? Is it micromanagement? Is it that they're absent a lot? Is it that you don't have clear enough instruction or in a fade back on your work? Or it could be physically wear offices located or how you feel about the team that you're working in and the support that you get or don't get from there. So just put down a handful of bullet points about your current situation, and then what we're gonna do is we're almost gonna incubate that and put it aside for later . The other exercise I would encourage you to do is called the Wheel of Life. And the wheel of life looks kind of like around pie with a few different pieces for the different areas of your life. You'll find it in the worksheet that is linked below this course and the wheel of life is to illustrate how your life is currently tracking in a perfect world. You know, all of the pieces would be about the same size, but in reality, they don't always work out to be that way. So, for example, our family life could be great out Korea could be really low and essentially all you do is go through each of those areas of life and assess them on a scale from 1 to 10. And again, I would just recommend have a look at the hand out. It's pretty obvious when you look at the wheel of life what it's all about, and once you've finished with those two exercises, just put them aside. For now, we are going to come back and compared to these things towards the very end of this course . But for now, just put them aside and make sure that you take a little bit of a break between doing those exercises. Before you watch the next video, we'll look forward to see you then. 3. Section 2 Values: Welcome back to Section two. We're going to dive straight into values, probably one of my most favorite criteria for working out what you're going to do next. So values are essentially what's important to you that what's important in your life. What keeps coming back as a beam on these air Really key for career transitions, especially around what companies you approach, follow or apply for roles with, and even down to the particular job that you go for. So your values need to be met in some form, but not exclusively by your work environment. But I do find working one on one with PayPal that when they feel uncomfortable, misaligned or unhappy, it's usually because one their values are not met or to other people or even the company work for pushing their values on you. For example, if you really value the environment and sustainability and you work for a company where you don't see that at all, or your partner doesn't recycle and throws everything straight in the trash, so there's sort of feelings that we can get is usually went. Our own values aren't met, so it's quite important to know what they are when you're going into a career transition. Ah, big authority on values is Dr John Deere Matteini. I highly recommend his book, The Values Factor. If you don't have time to go and buy the book or read it, I recommend that you go through the values exercise in the worksheet that is linked below. In this course, The key things, though, to working out your values are asking a few simple questions. 1st 1 How do I fill my space? This is mainly your home space, right? So what's present in my space? Is there a lot of art? Is there a lot of books? Isett. Quite minimalistic. Is it very cozy? Do I have a lot of travel photos? All the sort of things you quality item person. You know you buy a few items, but really high quality, or you don't really care, particularly about those sort of things, so you'll see a lot of insights in your harm environment. The other thing is, where do you spend your money? And typically, I don't recommend to just look at a, you know, a week or a month, but a longer period of time because I know a lot of people who spend a big chunk of their money on traveling, but they might not travel every single month. So there are a lot of examples for each of these questions in your worksheet. So I encourage you to print that or save that electronically somewhere and work your way through those questions and really briefly. That third and fourth question to ask yourself is, Where do you spend your time? You can use a calendar or something like that, Or just think to yourself where my spending most of my time. Is it fitness related? Is it work related? If so, do you work more or less than the average person? If you do a lot of overtime, you might really value work and success. It's a trump, and the final question is, where do you spend your energy? Energy is a little bit different from time, in the sense that you know we can spend five minutes with a person or doing a task, and it can really lift us up and by the same token, spending five minutes with the negative or toxic person or a task that's not right for you to really drain your energy. So where do you spend your energy? And if you are an excessive worry, I'll put some questions and clarifications around energy because a lot of people spend a lot of the energy and sometimes time worrying about things that never end up happening. Now there are a few key questions that tend to come up when we stop unpacking values, and I'm gonna answer some of those frequently asked questions in the next video. So if you are feeling clear on the exercise to go ahead and open the workbook, and if you want a little bit more clarity on the different questions that can come up, then check out the next video. 4. Section 2 Values FAQ: thank you for joining me for some commonly asked questions when it comes to values and doing the exercise you're about to undertake. First of all, a lot of people ask me if values can change over time, and the most common answer is actually they don't Big life events or external triggers can change someone's values, but it has to usually be a fairly big event for that to be the case. Otherwise, our core values, the things that are most important to us, tends to be that remained the same for the bigger part of our life. Some of those external events that could impact someone's values could be something like a scare. You know, you have been to the doctor and they say, Well, unless you lose weight or focus on your health, you know you're at the risk of a heart attack or something like that, and that could really scare someone or impact someone enough to actually change their values and really turn their life around and value different things. Another thing I often see is people who didn't particularly value family is the core driver when they were younger and then they have Children and then they realize that family become a really big part of this. So there's kind of significant events, or things like that can really change people in their values. But for most of us, it doesn't change dramatically over the course of our lives. The other thing that people then kind of segregation to is wanting to change what their values are. And I cannot stress enough. Just do this exercise honestly. As pair we are right now, there are no good or bad values. There's no good or bad way of doing this exercise, but you need to be true to you. So don't put down a list of values that you would like to have. Look at the exercises in the questions of what is actually happening in your life, because in reality that is what your values are. Another question that comes up a lot, especially around the money and the time question is things like, But what about rent and mortgage? Well, when it comes to money, yes, a big part of most people's money will go towards paying for where they live. But a good, quick test question that Mr Ask. Well, do I really value where I live or doesn't matter less to me. If I looked at my friendship circle on my social circle, do I spend more or less on where and live than the average person would? And that will just give you a bit of an indication if it's just something you're doing for shelter or if it's in fact a value of yours, harm might connect to a big event value like family or something like that. So it's important to know where you sit on kind of the average, and I think if you ask yourself, you'll have a gut feeling is, too. But that is the same thing goes for time. A lot of people go well, let me I have to sleep on. I have to go to work because I have to pay my bills and I always say, Yeah, that's fine. But would you say that you sleep more or less than the average person or you the person who constantly sleeps less so you can get up early and study or go to the gym or something else because then sleep is actually you know, it's something we need to survive, but you actually value something else and cut that sleep shorter. Same thing goes for work. A lot of people will spend roughly eight hours a day doing some kind of work. But in reality, you know, a lot of people spend longer at work than they need to, and other people will leave the moment they can because they're not too engaged with that work or they value other things as well. So that could be a few guiding questions for you and there. As I said in the work shape, there is a lot of examples and tools for you and test questions that you can use to help prompt you along. If you have any other questions or thoughts, just feel free to getting cut in touch or write a common and will be able to help in answer any questions. You have good luck with the exercise, and I'll see in the next section 5. Section 3 Personality profiling: Welcome to Section three, where we're going to cover up personality profiling now. You may or may not have done some personality profiling in the past, either at a place that you worked or because a friend sent you a link and you got a bit curious. There's a lot of different types of personality profiling tests out there. Some of them would be disc D. I. S C. We also have Maya sprigs wealth dynamics. I think this one called 16 personalities, So this a range of them. And that's just to mention a few. And these tests really are designed to help give you, or, if your employer is doing it with you, are asking you to do it. It's usually to better understand us an individual or the tame that the company has. So how does it work? Well, if you haven't done one before, normally you would either Google Online for the type of test that you're looking to do. Many of them are available for free online so you can do them with no cost, or you can pay a little bit of money to do them. You'll typically do that all online. It's usually multiple choice questions. Sometimes there's a time limit to each question, so you can't think for too long about it. And then you get a report or some kind of summary at the end, which will give you some insights. And I don't have a particular preference which test you go ahead and do. There is a bit of information in the worksheet linked below under Section 34 Personality profiling so you can go there and get some insights in how you can go about doing whichever of the tests you prefer with my clients. I often use a disk profiling when we work one on one together on, and I find that to be a very helpful tool, especially when you overlay it with strengths, which we're gonna talk about in the next section and personality profiling. A lot of people will say one of two things. When we get to this point in our one on one work together, they will either say, I don't really like the idea of having my personality or may essentially listed black on white in a piece of paper and trying to summarize me and simplify May. It could be really confronting. And yes, it is only a snapshot in time, hopefully, would have done this test sitting down in a quiet, neutral environment. Not whilst you're rushing off on the train or something else. So the headspace that you were in when you do it will affect your results. But just look at this as a really exciting way to get to know yourself a little bit better . It will probably reveal some things you already knew, but there's also a lot of insight and being reminded about certain things when we go through our Korea. And finally, it might even give you insights that you hadn't thought of aware and aware of. That will then Segway nicely into strengths, which is the next section. The other thing people say, is that will I get that? These personality profiles are a bit generic, but some of the things in my profile doesn't resonate with me at all. It doesn't feel accurate or like it's part of me or who I am. And if that's the case, I don't disregard the whole report just because a couple of sentences didn't feel accurate for you, read the report with a view to learn and absorb the things that do resonate with you and leave the rest of it aside and again. I'm going to share a couple of examples with you in the worksheet, so make sure that you go there and have a look, and it is really important that you do. Go ahead and do one of the many tests that are available online. And if you do feel like you're able to invest a little bit of money, there are some really good websites out there where you can pay anywhere between sort of 22 $50. That's Australian dollars, so it's slightly different for us and Canadian dollars. But make sure that you go and have a look around and compare because sometimes when you pay for a report, even if it's just finding a $30 you can actually get a lot more inside than if you do the free ones. But nevertheless, go ahead and do the exercise and have a look at the work shaped and I look forward to see you in the next video 6. Section 4 Strengths: Hello and welcome to Part four of Working Out With Your Next career steps on, and this one is alot about work into a strength. It's a little bit different. In the last section, we talked about personality, profiling and the learnings you can get from doing a personality profiling test of any kind . And the interesting thing is that any personality profiling test or any feedback that we get tense to have a couple of different elements, it tends to have things that people say that we're good at and attends toe have things that you know, our stretches to our sore things that were not very good at all, things that we could improve. And the interesting thing about strengths and what I see more typically it's that people actually spend more time trying to improve on things. That is not a natural strength of this and doesn't add obvious value to their career. And it kind of becomes a distraction when instead they could focus on what really is the strength of this and enjoying that as an example. If someone is a really good, I'm going to say technician, let's say someone is an engineer and very good in their field and they get this opportunity at work to get promoted and manage a team. But this person is in a particularly good lead out or manager and they actually just want toe really focused on the technical field, which they're really, really good at. And then, you know, they feel like I should probably take that opportunity. It's a really good opportunity, earned more money, and to some extent it's probably useful for someone to learn some leadership skills, management skills and maybe some public speaking skills or whatever. But in reality, if that is not a strength of that person, there will be a time where it becomes too hard and it starts to deplete energy, which also connects a little bit to the personality profile. You know what sort of personality profile someone is? So the thing is, and I always say this to my clients when I work with them one on one, it is much better to work to your strengths and really lean into them. If you are a good public speaker than lean into that, you know, if you're really good listener, how can you be in a role where that is really fully utilized. And that's the thing and to to improve a little bit on certain things. For example, society and jobs in general want us to be good communicators. You look at any job at its good communication skills or good stakeholder management skills or, um, decent, you know, presentation skills. So don't get me wrong is good to have a base understanding. But if you are sitting, let's take public speaking for an example. Some people actually hate public speaking so badly, and they get the cold sweats and they really, really don't want to do it. And for a person who might then on a scale from 1 to 10 grade themselves to so almost at the lowest end at public speaking, for them to try to improve to an eight or a nine would probably be almost impossible. So they would be way better to continue improving other skills and strengths that they already have more strongly and maybe just try to nudge that public speaking up to a three or full. Because in reality we have to work child's strengths because that's when we feel happy and where we add the most value to a company or a role or a tame. So how then do you work out your strengths? While some of them would have come out in the personality profile you did before, But I would also recommend there, too otherwise, that you can work out your strengths. And this one test, which is also an online personality test you can do it, costs a little bit of money, and you have to buy the book. But it's called Strengths Finder 2.0, And this is a tool that's been around for quite a while and what it does. Your answer. Multiple choice questions online with a unique card, and then it gives you a report and your top five strengths. And it's quite focused at work related strengths. So some of the examples that can come out of the strengths ponderous things like someone who is a good um, you know, connect data could be someone who's achievement driven. So your strength find a profile, even though it costs a small amount of money to buy the book and therefore get access to the test. It's a test well worth doing because it can highlight really interesting patterns to you if you don't want to go and get the book. There is also the whole beautiful gift of feedback, and I say this to people all the time. So the easiest way to do the feedback component is to identify at least three people, ideally, Mawr, but one person who is part of your family in some way or extended family. One person who you know are mostly as a friend and one person that you know through some kind of a job situation, like a current boss, former boss colleague or something like that, and get them to answer two very simple questions. The 1st 1 What do you think that I'm really good at, or what's the strength of mine? And they'll hopefully give you some really constructive answers there and also what is something that is not my strength or something you think I could really improve on? And the interesting thing when you start doing this and there's a guide in the worksheet linked below in this course, when you start doing this, you'll see the feedback coming through that starts to match your values that starts to match your personality profile and that starts to match your strength profile. So when we start to put this information together, the puzzle becomes a lot clearer. And the most important thing when it comes to the feedback if you choose to do that part of the exercise, which I highly encourage that you do, is to make sure that you pick constructive people. I don't want you to go to anyone who's just there to give you negative, non constructive feedback. That is not what this is about. It's about going to people that you trust, but they're gonna be honest and help you grow in your career. And a really helpful way of framing it when you ask for the feedback in the first place is to say, I'm doing some development of my career and, you know, really trying to hone on in on my skills and where I can learn the most your honest and constructive feedback. It's super important to May. Would you mind answering these two questions? And then you can either do it by email or over coffee, or however you feel most comfortable to do so. So remember, we are always better at working to fine tune our strengths, even Mawr, rather than improving on things that are not natural to us. There are some skills in life in society that we all need tohave but to boost. You know, from a two to a 10 it's gonna be really, really difficult. And it's also going to take a lot of powerful energy away that you could be doing other things with. So that's the key to strengthen skills, hop over to your worksheet to get a bit more detail about how to go through this exercise, and I look forward to see you in the next section. 7. Section 5 Core needs intro: welcome to the fifth and final tool that we're gonna use to work out what is next in your career. This is so exciting. I hope you're excited, too. And that you've enjoyed the exercises so far in this section. We're going to cover the six core human needs. And they're quite important when we're going into a career transition because different from values from Section two values are all about what's important to us, whereas corn aids amore like behavioral drivers. So corn AIDS will determine and will kind of able to guess how we're going to respond to certain kinds of change, transition stress or anything like that. And career transition certainly falls into that category. So we need to be really aware of how we're gonna leverage the fact that we have certain needs that need to be met. So it sounds very simple, and I'll go through on a screen, share in a little bit and hop over and actually show you the corn AIDS and some examples so that you can then in the worksheet, go through and determine your corn AIDS drivers. I first heard of the six court human needs from Tony Robbins at a talk that he did online many years ago. And regardless, what you think of Tony Robbins work, I found that this particular tool was really, really useful, and I've used it myself. End with a lot of clients over the last few years. So let's dive into and let me show you what the six corn aids are and how you can determine what you're saying. So let's start into the six Corn aides were going to do a quick overview here of all six of them, and then we'll dive into each one with a little bit more detail so you can start working out which of these are higher on your list. So which needs drive your behavior small. So we've got certainty, safety and comfort, which is all around knowing, predicting, in planning what's gonna happen next. We've got uncertainty, which is about variety, adventure, exploring and trying new things. We've got significance which is around your individual contribution and being acknowledged for the work or the contribution that you make. We've got loving connection, which is all about being part of a group or a tame and doing great things together and feeling that connection with the groups that you're in Go gross, which is fairly self explanatory about growing, evolving, learning new things and always aspiring for mawr and better. And finally we got contribution, which is around volunteering your time, energy, money, etcetera towards something much greater than yourself and every single person that I've ever worked with in a coaching environment. One on one has had all six of these needs represented in their life in some way. But two or three of the needs have often been what we call the drivers, which means that they drive their behavior. And it's something that they need to be quite aware of, especially as they go through a lot of change in transition in their career. For example, we're gonna dive into the 1st 2 of the needs here because you'll see on your screen that it's a bit of a cease or balance beam if you will. And on the one hand we've got certainty, safety and comfort. And on the other side we've got uncertainty, variety and adventure, and most people will be driven mawr by one of these two Neitz, so the best way or the most healthy and helpful way to get the need for certainty Met is to really believe in yourself and have a true core belief in your own ability. Whatever life throws my way, I can deal with it. Whatever happens down the track, even if I can't see it clearly now, I can myself handle it or I can ask for help to handle whatever happens. So it's really about having that strong belief of certainty because there were so many things we just can't nor all predict. So the only thing we can having blends over is how we show up in how we back ourselves. The flip side of this or the other side of the coin is the list healthy or less helpful? Way of getting this need met, which it's more around perfectionist behavior, procrastination or control behavior where we tried to control ourselves, our schedule, what we eat, how we exercise but also potentially the need to control other people so controlling what other people do, when and how, and essentially someone who's driven by certainty. If this issue you have this need to know or communicate about the way forward, you know you wanna know a certain amount of information before you willing to take action. A person driven by certainty don't like surprises. They don't like to be caught out or looking stupid or that they don't know what they're talking about. And if this is you and your during by certainty, you probably tend to over prepare rather than the other way around. Whether it comes to your holiday, your family life, your schedule or presentation at work on the other side, we have the need for uncertainty and variety. So the healthy, helpful way of getting this need mitt is to have that sense of playfulness in curiosity, trying new things, you know, a bit like most of us probably did when we were Children and then quickly unlearned through years of school and university. Was that whole idea of just let's have a go. Let's try and see what happens, you know, it might work. It might not work, and Children are beautiful example of getting the sense of adventure. Mitch. On the flip side of this particular coins are there is the behavior of creating drama, doing overwhelm, self sabotaging. Doing some level of rebellion could potentially be, you know, drinking alcohol excessively or using other substances in a way that's not healthy and helpful. And someone driven by uncertainty will be very happy to play things by ear and just see how things go. You know, just get started, start walking, see what happens down the track. And they tend to need change and variety fairly often in their life. So how does this actually play out? In real life? You might wonder. Well, for transparency I'll share with you that I am personally driven more by certainty than by uncertainty. And for many years I thought that I was driven by a variety and adventure because I love to travel and try new things. But then my mentor and coach at that time actually asked me some really good helpful follow up questions and said, Okay, well, let's say you are going to go out and travel in adventure. How much do you plan? You know how much budget do save and how do you go about that and attends out that I actually plan and structure a lot more than I realized. So that plus a range of other examples, led me to understand that I'm actually more driven by certainty. I like to know I like to prepare. I don't like to just, you know, throw myself out there. But that said, I mean, obviously I have a need for adventure still, and you probably do as well. If you are driven by certainty, you'll still have an element of adventure in your life, right? An element of variety. Because if we all did exactly the same thing every day and knew exactly what was gonna happen from today till the our last day in this world, we would probably be pretty bored, because that would be extremely predictable. So for May, if I look at my decisions in general 80% of the time, I probably make those decisions from a space of certainty and wanting to know a certain amount of steps before I'm comfortable making the change. And 20% of the time, I tend to lean more on the variety side of things. And as you see these things on the screen in black and white, it might be a little bit confronting for you. And it certainly was for me when I looked at it and thought rule, I don't think being a perfectionist was necessarily a bad thing or, you know, being controlling and having structure and routine. I thought that was really healthy. And look, in the end of the day, there's no good or bad corn aid. We all have all of them. It was all done, parts of the less helpful and healthy ones. My way of dealing with that is that I'm only human. And whenever I feel that perfectionist patent creep up for May or I'm trying to control something in my surroundings or myself, I go back to that. Well, look, whatever happens, I don't know what's gonna happen, But whatever happens, I can deal with it or I will find the right help to help me deal with it. On the other side of the coin, you've got the uncertainty of variety driven people. I have a good friend of mine who is very driven by a variety, and she used to when she was younger to a lot of the overwhelmed, the rebellion, the drama. And nowadays, when she feels a bit bored, or like something you needs to happen instead of going to her old go to patents that she's now really aware of she goes to that space of All right, well, I'm gonna go exploring new place this weekend, or I'm gonna think of a new hobby or trying a new instrumental learning a new city. So that's the way where you can really actively lean more on the healthy and helpful way of getting the need mitt, because the need will always be there anyway, So you might as well do it in a way that's gonna help you. So let's get on to the next two needs, which is the need for significance and the need for love and connection. And much like certainty and uncertainty, these two needs tend to be the case that someone is mawr driven by one of these two than the other. So when it comes to significance, the healthy, helpful way of getting this need met is to really be the person who walks your talk, inspiring and championing other people, walking your path and being proud to do so. Yes, there's still challenges. Yes, it's still hard sometimes, but really being that giver of significance and giving attention and price, where prices jude, I don't mean lying and greeting through teeth and saying, You know, giving someone price for something that you don't think was a good effort. But it's really coming from that authentic place and saying, Well done. And even if the outcome wasn't particularly good, you can often say, I can tell you worked really hard on that. Or I could see that you really tried hard with that thing, that great work, you know, good effort. So being the giver of significance is the healthy, helpful way of getting that need met on the flip side, like with anything else, we have the one set. Get this, name it by getting significant from others. I've sadly seeing this in many corporate and professional environments, but you know the person who tends to put other people down and more or less advance on other people's behalf. So putting other people down to advance and almost step on them on their way up the ladder give you things that gossiping, victimization, martyrdom and things like that and significance driven people. The main trade for them is that they often need that individual acknowledgement on a regular basis. It could be in a one on one environment with your boss so your partner or something like that, or it can be in a broader context where you might be nominated for an award. Or you might get a mention in the company and use letter or something like that with someone really acknowledges your efforts and really, really proud of you. And one thing I've noticed a lot working with clients from a range of different industries . Us. They're transitioning in their work. I don't think we're very good at giving people significance around us because we're very d c, sometimes walking our own path, forgetting to notice the people around us and giving them price where prices choose, quite often in office environments. I've also seen management being very good at telling people when something isn't working and telling them to fix it quickly. But if they're not always as quick to give price for something that's been fixed, rectified, or just something that's been built in a really good way, so on the other side, then we've got love and connection, Sir. 11 Connection. The healthy, helpful way of me getting that made Met East by supporting yourself and others on having that really good connection of relationship with yourself and that then magnifying through your connections with other people, because in reality it's very hard for us to have really great relationships, you know, wider life or even without partner, if we don't love and connect with ourselves. So this is slightly different from significance is in a trust that you can kind of see the nuance here, as with all the other needs, there is a bit of a flip side here, a swell, which is papal choosing to connect through problems rather than other people's. Or rather than brainstorming without this and kind of problem solving, they're focusing on the problem and letting the problem grow. In the same token, there's also sometimes unhealthy relationships forming. So it could be whether it's friendships, work, relationships, loving relationships or family relationships that do need to be changed in order for people to feel healthy and happy. And someone who's driven by love and connection really needs to feel like that pot of the tame and sharing those successes and really celebrating success together as well. This is something I see a lot in company. Some companies are really good at this, a celebrating together, but the important thing as you see again, you know, this might feel a bit confronting seeing this black and white on the screen and again for transparency. I am significance driven rather than love and connection driven. It doesn't mean that I don't want a team and I don't want to contribute and bay in our happy and celebrating together. It means that my decisions are more often driven by the challenge that I can individually get and by default, contribute to the team and do something bigger there. And I will admit again, it was really confronting the first time I saw this because, you know, we don't like to realize that we have at times spoken badly of someone or inner. Put someone else down so we could look better or made a snide comment like we've all done that at some point. And we've all had those unhealthy relationships or focused on the problem rather than the solution or working together. So it's not about good or bad. It's about looking at it for exactly what it is and going. Yeah, actually, most of my decisions come from that spice, and finally we're going to dive into growth and contribution. Now these two needs air a little bit different in the sense that there's no particularly good or bad way of doing it. These needs air either present in your life and something you tend to do more often than not or they're not so important. So gross. Lin is all about growing evolving, constantly learning, gradually gathering mawr experiences to take you to kind of that next level, whether it's in your career, life in general. So a grace driven person looks for gross organically in work and their life overall, so they will often be the person who is like signing up for a new course or trying something new or watching a Ted talk or listening to the latest research. So growth. People just sort of do that. And sometimes this is not something we're aware of ourselves, but rather something other people can reflect to us. So when you did the strengths, exercise and getting feedback from others, if you're a growth driven, this thing may very well have come up for you there. And finally, contribution contribution is all about giving and contributing in a sustainable way, meaning you're giving the energy time or money that you are able to share eso you're not depleting yourself in the process, and they're really looking to add value for a course beyond themselves. The key thing here is that understanding. This helps us be more brave because bravery is actually one of the key attributes you're gonna need to make a career transition, especially if it's a fairly big one where you've done the same thing for quite a while and it's now time to make a pretty drastic change. It is really good to be able to know how you likely to react and to be able to go. Okay, I know I get easily bored, so I'll have to deal with it in this way or I know that I need a lot of detail, So how do I manage that? 8. Section 5 Core needs exercise: so that right there was a lot of information on how to look at the coordinates and what they include. And in this short video, I just wanted to go through your core needs exercise that you'll find in your worksheet on . And if you want to follow along in this video, feel free to do so. Alternatively, watch this video and then go and explore your worksheet. The most important thing when you do this exercise, like all the other exercises in this course, is to be really honest and answer how you feel now or how things are now, not how you'd like things to bay. Quite often, when we do tests or exercises, we start answering things that we feel like we should. But it's actually not helpful. So just be really mindful on like I honestly shared with you in the last video. Sometimes, you know, seeing things black on what could be a bit confronting. So be really compassionate with yourself. And believe me, this connects very, very strongly to your next career transitions and decisions. So some of the questions that are already in your worksheet I just wanted to cover here quickly with some examples and reflections to help you go through the exercise more smoothly. Ask yourself if your decisions more often are driven by certainty or variety. I shared with you that I personally value certainty more than I value variety more often, meaning that I need to know a little bit more detail very often before I go ahead and take the first step to make a change, or even when I get a new project or some information about a new project. So ask yourself. Are you mawr often basing your decisions on certainty or variety? So the second question is, Do your more often feel fulfilled by significance or connection, meaning would you need or feel more fulfilled by individual recognition or the connection is a group and contributing. It's a group working closely together with others. Independent people who work quite well on their own are often significance driven. Where is people who work really well or really made that team structure to perform or feel connected? They're often connection driven, So just listen to your gut feeling on what is true for you because, like I said many times before, there is no right or wrong there is no good or bad. It's only what's accurate for you. Third question. East to ask yourself Is a growth opportunity k part of your decision making? Or is it not so important to you? Meaning when you get a role in front of you are a job description. Do you look for the growth opportunity or not? Really, Do you spend your time, your money, your energy? Do you go and do growth related projects that are gonna help you grow, learn and expand? Or is that just not something that is very valuable for you again? There is no good or bad. It's only what's true for you. Fourth question is, do you actively seek contribution or volunteering type opportunities? Or is that not so much something that you do? I have had people saying that my one on one work with clients over the years, they've said, Well, there was a time in my life when I was doing more volunteering than I am doing now, and the thing then is to remember that time when you did more volunteering or when you excite us right now in your life. If you are currently doing a lot of volunteering. It's that giving your energies, that feeling, you officer ticking your boxes or not so much because sometimes we do contribution to get connection. Or sometimes we do contribution to get individual recognition. So just ask yourself, if you are doing contribution, how important is it to you? And how important is it for the decisions that you make? And in your worksheet? The goal here is to try and rank your corn aids from one being the most important driver in your decision making or in your life down to six being the least important one. Sometimes you may find that one or two needs kind of has a joint first or a joint second place. That's totally fine. The key thing we're looking for is the order of your core needs drivers. And finally, and this is a bit of ah, bonus question that you can kind of think about in your own time after doing the exercise. Reflect over how you currently get these needs, Mitch. So is it mostly resourceful, a k a healthy, helpful, you know, a sustainable way of getting that need men, or is it unrestored awful in the sense that it's not healthy or helpful, and you're doing mawr of the other flipside of the coin of that meat, so just reflect over that there's no right or wrong and be honest with yourself. For example, I shared it in the previous video, but when I realized that significance Weiss because I'm significance driven, it was more important for May to get that individual recognition than getting a team recognition. If I had to choose between the two, that would be my preferred choice, but still realizing that maybe I had been doing some of those unhealthy, unhelpful ways of getting significance over the years and realize that the true way the easiest way to get this need met in a healthy way is to walk your talk and stay true to your path and share and give significance whenever you can. So that's an important part of all of this, and I would encourage you now to hop over to your workbook oil work shit. If you haven't already done that and complete the Corn AIDS exercise. And in the next video, we are going to go over and put all of these cool tools that we've covered in the last few sections. We're gonna put all that together in the one place so you can actually get your checklist and start making decisions about your future career, which is really exciting. And I'm sure why you got to this course and search for this topic in the first place. So good luck with the exercise. And I look forward to see you in the next and final section. 9. Section 6 putting it all together, part 1: Wow, We're finally at the very final pot, and it's time to put all of this together. And I'm going to show you exactly how to draw out each of the pace of information from the previous exercises and put it into something that makes sense. This is so exciting because you'll actually, if you do this exercise and commit to spending this time, you will actually have pretty much a short list of not only the roles you could go for, but the companies you could be approaching as well. So that's pretty cool. So we're gonna add op. You'll values the skills and personality profiling, learnings, the strengths and the coordinates that you did in the last exercise. And we're gonna end up with kind of your key fame's or your key checklist or your cake criteria, if you will, which is really, really cool. So the first part of this is obviously to summarize the things that we've learned so far. You can follow along in the workbook and pause this video whenever you need to, or just feel free to watch this whole video with the examples, and then go and check out your work shaped So we're gonna work our way through a document that looks a bit like this. So in your worksheet, you'll have similar things reflected. So we're gonna look at your values, the learnings from your personality profile that you did any challenge, areas that would have come from either the personality profile, all the strength. Find a test. Well, the fade back from others that you did in the strength section. We're gonna look at your strengths. We're gonna look at your colon AIDS and the K words and themes that keep coming up, which is essentially a summary of all those other parts to give up. So let's start with values. I have used a sample here. This is no particular person, but it is a an inspiration from profiles that I've seen in the many, many, many hours of one on one coaching work that I've done over the years. So the particular value. So this person went through the values exercise and they listed their top five values here . You can obviously have more than five, but in this case, they chose to list five. So they've got growth exploring health and well being challenge and nature asked their talk values. You can be a little bit tricky to get to this level of detail, but if you go through the values exercise, you will start saying themes and descriptions of things said to resonate with you. Someone else might not call that nature. They might value the same thing, but call it environment or sustainability or something like that. Someone else might not call that exploring. They might call it adventure. Well, someone might say, Well, exploring and challenge a similar for May. So I'm gonna bake them into the one value like someone did here with health and well being , for example. So that's the Value section that we're gonna jump onto personality profiling. So in the personality profile that this person did, they had a theme around innovation and being good at generating new ideas. They're resilient and loyal. Asked for their part, fall the very positive, independent, determined and organized. So those were some key themes that came out in the profile, whether they got an email summary of report summary or something like that. And again, you don't have to limit yourself to this many boxes. You'll have ample place in the work shape to list as many as you want to. And if you need more space again, you can obviously do this on a separate document or piece of paper. Some challenged areas for this person that they've gotten is that they're a bit of a selective listener. Eso. When they get stressed, they might just listen to parts of the information. They might have a tendency to take on a little bit too much and struggle to say no when they're at capacity, which is not uncommon for someone who is resilient and loyal. That's usually the other side of the coin for them. They can be a bit impatient and get a little bit annoyed when others move pretty slowly. So this could have been fade back that they got from a family member or someone or it could have been again, something that came up in the strings profile or personality profile, and sometimes they actually moved too fast and miss a vital information for the project or the situation that they're working on. So they have that, you know, like innovation and new ideas, so they just want to get going and then strengths, which obviously can be either from the fade back from others or the strength. Find a 2.0 test. So this is a combination of the two. So strategic is from the strength. Find a test. It's one of the profiles in there, achieves goals Sets, which is an achiever in the strength, find a test. But it could have also been fade back. They got from someone. So they said, there goes and they achieve them. They're activator, Which means that there, that igniter of innovation and new ideas, some of the feedback that they go, I said, they're quite tech savvy. ISS Well, so they're really good at dealing with new technology or different types of solutions and integrations, potentially the fun in positive and organized. And that's the second time that the word organized has come up. So we're starting to see some patterns here, and then we move on to the coordinates. The exercise we did just in the last video that you went through, and this person has put them in the order of certainty first, which is not unusual for someone who's quite organized, resilient and loyal. Um, yeah, there's a couple of things there that You know that I'm not too surprised by that. Then we've got growth. This number two, it's already come up in their values. Significance on number three, which is that individual acknowledgement for good work and hard work. Uh, which is not uncommon for people who had driven by challenge or who value challenge this present has challenged in their values. Column varieties number four Connection is number five and contribution is number six. So very often I find under the corn Age that the 1st 2 or three other ones that we need to pay the most attention to and then finally we're gonna look at the K word section. So what are some things here that keep coming up for this person? So fun and positive has come a more than once, which means that you this person would have to be really mindful to find an environment a tame a company that is, has that fun, positive vibe, and it's actually possible. Before you even met with the company to look at, look at their social media present. Look at their about US website. Look at the turn in their language. Are they fun and quirky? How do they write job ads? You know, Is it fun and playful or very serious? So this is something that could be a something to be a very mindful of in a role. Gross has already come up twice, once under values, and one center coordinates organized has come up more than once. And like I said, people who are certainty driven I usually very organized, structured, have healthy routines in place. Challenge has been mentioned before, but also the achievement strength so achieves. School set. The determined and resilient personality profile are very common traits and people who are challenged, driven. And finally, we've got innovation so that active ADA, profiled from the Strength Finder, is a lot about igniting and activating a new idea. The impatience can also actually be part of this, in the sense that people who are a bit impatient they are looking to solve problems. They want to move forward more quickly, and also the exploring value can be that innovation. And you know the whole question. You know what might happen if we did explains that so again, your list could be a lot longer than this, but this gives your bit of a feel on how you can get to those K Weds and things. Because now, so this person, if they're starting to look for roles and companies, which is the next step we're going to do in just a second, they now know that they need to look for will be really aware that at least the environment is definitely not negative. It could potentially be neutral, but ideally it has to be fun, positive and have that flavor. There has to be scope for growth and development and learning new things, potentially both at the start, but also throughout the role they would need to be able to lean on that organized role. So to coming, coming into something that's complete chaos, where they're not able to follow a structure or create a new structure might be really difficult. It has to be a level of challenge and pushing and, you know, really kind of evolving. And then finally, that innovation, when new ideas and left field ideas are valued and included in the company plan. So this is actually how you use what we just did you know, was starting to say some really clear themes to come together. So now we're going to dive into the second part of the exercise. This is a lot of information right here. So if you need to pause it for just a moment, feel free to do so. And in the next part of the video, we're going to talk about companies and roles that come out of this particular person's profile. 10. Section 6 putting it all together, part 2: What then are some ideas for companies and roles that this person could go for? Well, we're gonna look again at a couple of different columns and you'll have a similar structure set up for you in the worksheet so you can follow along. All look at after this video. So the 1st 1 we're gonna look at these companies who match my values that I like based on what I know about them. So, of course, we can only know things about companies based on what they say about themselves, on their website or in the media or something like that, or what someone you trust has said about them. So if you have a friend or a family member of someone who you know whose work for them, it could also be a company. You've worked for yourself a long time ago and you would like to go back there. Um, we also wanna list companies or industries that you don't want to work for. So if you have particular things that you would never consider than this is where you write them down because you need to hold yourself accountable to that, then rolls for godless of company where you'd like to whack away, you'd get to work to your strengths, which is also referred to us the great roles. So I always say declines. You need to have a list of what would be great. What would be OK? So we're also would be OK as a transition step, but not forever and not okay, roles. So any role that you would never do or never do again, or that is just not for you, feel free to write them down there and get them out of your heads to stop focusing on the things you don't want and shifted towards the things that you want instead. So let's again dive into some examples based on the person's profile that we just did before. So for this person, they would probably go for because they like the innovation of being part of new ideas and could potentially be a challenge with organization. But if they are able to create their own organization and structure, they might want to do like a startup style of company or be part of a startup. Because I've mentioned natural, some level of environment and their values column they might want to support a company will work for a company that does some kind of a sustainability product, something like Keep Cup, By the way, I have no affiliation with any of these companies. I'm just giving you ideas of types of companies that might be in this person's profile, um, or is the value nature and being outdoors, etcetera? They might value after products like Katmandu or any other outdoor brand similar to that. So that's kind of the type of companies. And again, this list could get very long. You certainly don't need to limit it to three. I think my list When I started this exercise, he isn't. Years ago, I had 15 or 20 companies on that list. In it gross all the time. Even if I'm doing something now that I really enjoy, I'm still adding names and companies as they come up in us. I stumble on great companies that have really cool values or do really great things by my standards and by my values. Then I add them to my list because you never know like if you follow a company like that on linked in north somewhere else, and then you see a role in your city that just really lights you up. Then you know that's a great transition, and then companies and industries that you don't want to work for. So for this particular person, in the example from before, because they value nature hypothetically, they might feel that annoy oil and gas companies. Not really where they'd like to be working, they've listed finance. It could be that finances too detail oriented for them. Or it could simply be that they worked in finance before. They don't feel like doing it again in a line that again, that might be from the environmental aspect or something like that because they like innovation and new ideas and things like that. They might be better suited to go for a company that's a little bit smaller and a bit more agile than a more mature, large corporate. And finally they put down retail stores, meaning that they probably don't want to work in retail store sales. But they may very well work for a company in some other capacity, and again, that list can be longer if you like it to bay. But write it down with a view to hold yourself accountable to no budge on the things that are really, really important for you to stay away from. And I'm gonna roll over two column number three, which is all about roles. So these are where the person would get to work to their strength and whether it feels right and in this particular person example, because they were organized, you know, liked innovation that quite resilient, quite independent. So something like a project or programme manager might work really well for them, some type of consultant in whatever field or dedicated feel they're in or potentially something like a communications or marketing role would be of interest for this person. And if there's something that you've always thought of, you know like that when you were younger that you want to be a florist and you don't have the training for that, think about this as the least where you could put down any idea of something that sounds great. You know, if you always wanted to be outside all day and work in the garden or, you know you love working with animals, anything like that. Put that down on this list because this is about year and your values That was important to you, not only your skill set and what you're good at. Because being really good at something that are hot, it's no in. It's not something we're going to do for a long period of time, and we're gonna look here in OK rolls the color fool. That would be a good transition step. So this person has put down tame administrator or executive assistant. So they get to be part of a tame but work fairly independently and stay really organized Executive assistance especially need to be super organized cause they're organizing other people's lives and calendars and work date. If this person isn't already a project officer or coordinator or program officer or coordinator, they might want to get into a role like that so they can then work towards the project or programme manager role that they said they wanted. And this person is also said that they're okay to do some kind of a sale stroll and finally not okay, roll. So this person has no interest in working as a data analysts. Even if they're organized, it just don't have the detail organization like that. They don't want to work in retail, which is not a huge surprise. It might have worked in retail and hospitality when they were younger and hence put them on the Notre K list because they don't feel like doing that again. Finally, this passengers put that they wouldn't want to work in finance team, which might not be a huge surprise, considering that they put down that they don't want to work in a finance company. So there you go. This is your first draft of what you could be doing next in your career, and it's no one thing. You know. It's always a few things listed, and if you want a list a lot more than this, I really encourage you to do so. But the thing to really remember and feel free to post the video after this and, you know, go back and look at this again if you like this here is a living document, So your version that you're going to create in your worksheet is a living document, not something you do only that one time and then don't look it again to keep coming back and revising and revisiting and thinking about it and With all the technology available today, you know you can make a list on your phone. That then sinks across to your computer. So even if you're on the go, you can still look at this and digested if you're sitting on the train or you're waiting for a friend at a cafe, so remember to go back and revise and revisit. And in fact, I actually encourage you to. After this video, pull out your phone or your paper calendar or whatever you use and put in an appointment with yourself one to maximum four weeks from now. And put in a time in your calendar where you're gonna sit down and revisit the goals and the companies and the lists that you made of rules that are great. Okay and not okay now, because you'd be surprised when you revisit them again. You kind of go. I want to remove that. I want to add that and hang on just that really aligned with my values, so really gets you thinking, and it's really, really exciting. It's constantly evolving, able for paper like myself, and finally do what the little girl doesn't this voter and allow yourself to jump in. You know, this course has really led you up to the edge of the water and hopefully have a lot more clarity now what's in the water or what that looks like. And I know or that you can absolutely do this. The thing about change, it's about gradual steps one at a time and doing the exercises that you have done here. But now begins the really cool thing, which is how do we make this happen? Any little steps that you take will make a huge difference. So do with a little girl. Doesn't the photo allow yourself to get in the water, starts swimming, start trying things based on the information you have now and use that short list to start talking to friends and family and other people and invite them in to be part of your process. I really look forward to see how you go with this exercise. Please feel free to share your version of your summary document, as well as the companies that you'd like to work for, not like toe work for or even particular role city of listed. So feel free to share both or either of those exercises and we can support each other. Here in the course is a group. I've had great fun going through this with you. Feel free to go back and watch this video as many times as you need to. And I can't wait to see you briefly in the very final video of this course. 11. Closing thoughts: thank you so much for joining me on this course. I trust that putting it all together and actually having a bit of a clearer idea on what you'd like to do. Instead, it's a big relief for you. And even if it's not perfect, remember that everything like this is a work in progress. So now that you have a clearer idea, start to talk to people about it. You know, start to share where you got to in this programme and share with people around you. Whether that's colleagues or friends or family members, it would be surprised a moment you start to ask for help or say out loud what you're looking for. People are actually very willing to help, but make sure you reach out and listen to the people whose opinions you do value and maybe not those people who are likely to kind of potentially put you down or make you insecure about this process. So surround yourself for the moment, being with people who are going to be constructive and really supportive of your process. I've had a blast working with you during this course. If you have any questions or any comments, feel free to reach out, and I wish you all the best with your career transition 12. Bonus video: Understanding cultural differences at work: whether we like it or not work. It's actually quite global these days. Even if you work for a smaller company, we might even be an entrepreneur working for yourself. You are inevitably connected with people across the globe. And even if you don't work directly with other offices in the organization work, most companies do have a global presence, or at least a presence in more than one country. So in order to understand what's happening in the workforce, we actually have to understand a little bit about cultural differences. Even if we all communicate in English or whatever, work language might be the most common one in your organization. We have to understand that just because we actually speak the same language doesn't mean that a we understand that language quite a swell. When I first moved, oversee seats at the age of sort of 18 19 I my English wasn't particularly good. I I I was not fluent. There was a lot of words I didn't know, and even still to this day I've lived in Australia for over eight years now, and there are still some Australian slang words and local dialect that I don't quite understand. So even if we actually understand the language, the culture behind the language is actually equally important to understand. So what I wanted to do is introduce you to a researcher named Get Off State It, and I do apologize. It's that not pronouncing that correctly. But he has done some amazing research and has made a really good tool available that I highly recommend you to use. If you are a moving countries, yourselves will be. You might have people in your office from another country, and you just really struggled to understand them. We'll get along with them. We'll see if your manager this is an important one. If your direct manager is from another country compared to your, this could be really helpful tools. So feel free to write this website down and hop over there. I'll also link it in the description to this video. So this east Ah, a tool that you can use to compare the country are currently living in or the country or from with that other person's cup, country or culture. And I'll show you in a moment what that looks like. But right this website down. It's a really good one. And what this helps you do is basically it helps you understand yourself a little bit better and why, you know, if you have moved, for example, from Germany to Brazil and you find that there are more cultural differences than you had anticipated, this might explain a little bit. Why that East? But it also helps you understand you'll colleagues but up. And this is equally applicable. If you are gonna stay and work in the same country that you were born in, that's totally fine. But remember that your colleagues gonna bait from all over the globe as well, and it also allows you to avoid culture shock. Eso not just culture shock with you going to another place that the culture shock of integrating are working together with other people so you don't have to waste energy being frustrated at why someone does something will work a bit smarter and preempt things that they may or may not need to know more about. If you go to the website at the top. Hofstetter insights dot com forward slash country comparison. You will find a tool that looks a little bit like this so you can compare. I think it's up to three or four countries at the same time and again, this is all I have not built any part of this system. I don't get any anything for promoting it. I just think it's a fantastic tool that more people should be using. And this is full credit to get help state and his time. But what they have created, Um, I just really want you to hope on and have a look at the system because it's absolutely amazing. So you choose the countries you want to compare. In this particular example, I chose Australia, Brazil and Grace, and you can see how they school really difference across six different metrics. And I'm gonna talk more about those metrics now. I just wanted to show you a brief snapshot what it looks like, and again I get nothing for promoting it. I just really enjoy using this tool to understand myself and other people that I meet. So what are the six different dimensions that the 1st 1 that you can read more about in the test itself is power distance? So this is essentially the sense of equality and power distribution in a society. So if a country will score lower, people are more focused on equal distribution of power in a country that scores high is quite hierarchical. So whether there truly equal or they prefer to have a bit more of a hierarchy, this will help you understand people at work is imagine someone coming from a country of high level of hierarchy and less distribution of power. Um, they will behave very differently. They need to be managed very differently. Individual ism is the next one. So it's basically if you are individualistic Lee or collectively inclined. So it's It's really just a question. If it's an eye country, as in me, or if it's a we country us in us, the next one is a masculine versus feminine, and this is a little bit different. It's not about men and women. It's about masculinity, represents achievement and winning. So those kind of masculine traits messes quality of life and balance, which is more feminine traits. Um, so when you're looking at the comparison tool, you can quite easily see how different countries behave here and again. This is the really interesting thing, because a corporate culture or cut someone from a country where achievement of winning is everything. They might really struggle in an organization that has a really quality of life, work, life, balance, kind of focus. So this actually really impacts birth, how we enjoy ourselves at work and how we can integrate with other people at work and sit. Uncertainty Avoidance Index is basically how well a society copes with uncertainty of the future or not, and whether or not they have control mechanisms in place to help, um, structure how the future is going to unfold. So the easiest way to understand this is probably to read the tool. So go into the tool picks that 123 countries you want to look at and read more about that specific country cause he's got some fantastic explanations in there on how this actually plays out and long term orientation. So this is whether or not a country is inclined to maintaining links to its past, uh, while dealing with the challenges of the future. So with a lower long term orientation index, they tend to be more traditional and quite more like historically inclined and, you know, maintaining tradition versus a higher score which is more sort of pragmatic and finally the last of the six dimensions that get Hotch did It talks about its indulgence. So this is whether or not a country or a society is high in following their impulses and desires, or if they're more restrained and kind of a less indulgent and more future planning. For example, Australia is the country that's pretty high on the scale in terms of indulgence and enjoying yourself and enjoying your life. So why does this matter? You might ask, Well, culture at work. It's one of those things that is only going to become more important. And if you want to find the right career for year, getting your head around these sort of cultural differences with a really simple tool like the one I've introduced you to today can be really, really helpful. Feel free to head over to the website and compare the countries that most interest you right now and make sure that you use this as a tool to get to know yourself and your colleagues better as you are transitioning in your career. 13. Bonus video: Personal Brand Reflections: in this video, I'm going to share with you some thinking and some questions that can help you develop your personal and your professional brand throughout your career Transition. And I'm going to use the methodology of Simon Cynic. You may have heard that name before. It's not him In the picture. Simon Cynic has been around for quite a while, and he has written quite a famous book called Start With Why He also has an excellent Ted talk. If you don't have the time to go and get the book, so feel free to Google Simon Cynic and you'll find a lot of Ray sources around him and his work. Essentially, Simon talks about why we need to start with why rather than watch, and he talks about it from a company or industry perspective. But I'm going to show you the example that he uses for companies, and then we're gonna look at how can we actually use the exact same thinking to grow our personal brand and our professional brand? So Simon talks about what he calls the Golden Circle, and it's a bit of text on the screen, but I want you to focus on the inner circle, the middle one, which is the white. So the central circle is your why the middle size circle is the How and the big circle is the watch. Now, according to Simon, the biggest mistake a company can make is to start with a watch. So out on the biggest circle, when really what people care about MAWR ISS. The why, and the same thing applies to your personal brand, which I'll share in an example later. But just so you understand Simon Synnex thinking, I'll use an example. He often uses the company apple to talk about these things and what they actually mean. So the why is basically the purpose, whether it's an individual or a company and in the example of Apple, their purpose is something like we believe in challenging the status quo and doing things differently. So that's why they do what they do. How do they do that? Which is all about the process? Our products are beautifully designed and easy to use, so to challenge the status quo they are using and creating beautifully designed and easy to use products. Well, I guess it's depends if you're an Apple user or not. But stick with me for this example and finally the what is just the result and what specifically they do. And in Apple's case, they make computers. I know they make other products as well, but for the purpose of this example, they make computers, and you can see how different the engagement level or the personality level is. If we talk about we make computers, will a bunch of companies make computers? Where is when you start to get to nor the brand? And they say something like they do under the why which is your talk bit there we believe in challenging the status quo and doing things differently. That's a heck of a lot more engaging than way sell computers. And this is an example that Simon cynic often uses. I take no credit for it, nor am I affiliated with his work. I just really like his way of thinking when we apply it to our personal brand, we're gonna hop over to the next screen and look at the personal brand version. So this is my take on the methodology that Simon uses when he looks at companies, and it's the same thing we need to connect with our why and amplify that through our work rather than, you know, just focusing on what specifically we do for work. So what does this look like? Well, let's start with that inner circle again, the purple circle and the why which is up at the very top. And this is all about answering the question. Why do you get up in the morning? And this would come from work that you might have done before, like your core drivers beliefs that you have. You know, I believe that hypothetically winning to look after the environment and be sustainable if that's the belief that you have them, that should be amplifying out through your life of the profile that you build in the professional and the personal space. Your values will also be a big part of this. If you haven't already done an exercise around your values, I would recommend that you go and do that and then next you've got. So when you answer that question, you look at things like, How do you show up? And this is things like your energy, you know, effectively your process from the apple example. So your energy, your attitude, your skills and your strengths. Obviously, we show up a little bit differently some days because we might not be at our peak state or peak performance every single day. But how do you show up most often? Because that's essentially the process that you bring all the value that you bring to an organization. So knowing your why knowing your how and finally, what specifically do you do? So that's, you know, things like the consistent results that you have all the proof or the profile, and this is often where most people get stuck. So most people that I work with Iran career transitions. They will sit and spend a lot of time under the watch. Which is your identity Asa, an accountant, a marketer, a bus driver. Whatever job it is that you do, it's just your what you're how might be things like some of the stuff you learn through your education. But it's also a range of non tangible things. How do people feel when they leave a conversation with you? That's not your what? That's your how how you're showing it and potentially dipping into your wife. So how then can you use this thinking to get close? Such a starting with why I'm going to share with you a couple of questions that I find really helpful when you are thinking about your brand, which is how other people perceive you because much like Apple or any other corporate, you have a brand, whether you like it or not. And knowing how that brand comes across or how that identity feels for other people will be really, really important in how you position your career. So let's start with the first question, which is really simple. How would you describe yourself in three words. This is not your work self, but in a bigger context, your whole self. What are three ways you describe yourself? Are you organized? Are your playful Are you punctual? Are you trusted advice, sir? Are you a good listener? Whatever you know, three words or three key themes. How would you describe yourself and then go on to ask yourself, Would other people, friends, family, colleagues? But they describe you in the same way. Feel free to go and ask some people for feedback if you want to, and make sure that those people are constructive. But check if there is consistency there in how you describe yourself and how other people describe yourself. Because otherwise they might be a little bit of a disconnect in the brand that you feel like you have versus what other people are saying and then dip into a little bit more into that professional identity because a lot of people, they basically have that mentality that you know, when we goto work. We are our work Selves, and naturally we will show up a little bit differently at work. It's very, very normal. However, we don't want that to be too different from who we are at our core, because if we have to play a role and not bring our whole self toe work, I can get pretty difficult to sustain our at the time. So a great question to ask is, How would you describe your work self in three words, For example, I remember when I was doing certain corporate rolls years ago, I was always a very organized person. But at work, especially under stress, I probably became overly organized and very particular around certain things, which wasn't necessarily helping may so if you're afraid to describe your work self in three words, and this can be positive, negative in the middle. Whatever you want again, this is for your eyes only. So just be honest with yourself. Here. Ask yourself if the three words who chose to describe your work self is very different from the three words you described it under Point number one in your general description of yourself, because the thing to remember here is what I sort of called the individual brand, plus the professional brand. So who we are and what comes out from us, a person is actually probably notice separated us. We like to think a lot of us like to think that we can keep our professional life completely separated, but the true value is actually in alignment. So what I mean by that is when we align our personal self and our professional self and we give ourselves permission to bring our whole self to work and to contribute, we are gonna be happier. We're gonna add more value, and more importantly, we're gonna be in what I call professional. Slow floor means that, yes, there are obstacles and rocks, much like in the creek that you see in the picture. But those obstacles or rocks and things like that become a lot easier to go around or flow around or manage when we have alignment when we're not acting and trying to bay someone that were not well when we don't feel like our why, it's align with the company's Why. So, for example, a few value. If something that is really important to you. East, you know, growth and moving forward and the values or what your company's about. ISS mawr stagnant or very reserved or moving forward with great caution. You are gonna feel really misaligned because you're Kant. Bring your whole self to work, to function in the space like that. Naturally, things are not always perfect, but it's always important to ask yourself these questions as you steer your career along and move along with your boat down, whatever your river looks like. So I trust that that's been helpful to spark your thoughts, feel free to go back and watch this video again. Remember the coursing? It's just start with why what drives you? What gets you out of bed in the morning? What's really important to you and then build your profile from there. It is perfectly fine in this day and age to bring your whole self to work. So if you are in an environment where you feel like you can't maybe start asking yourself some questions on how you can move more towards that, I wish you all the best with your career transition. I know that you've got this.