Artisan Themes

The four personality types associated with this theme are Analyzer Operator, Composer Producer, Promoter Executor and Motivator Presentor.

Analyzer Operator: These individuals are known for the ability to actively solve problems, which causes others to often seek out their help in many of life’s chaotic situations. By observing how things work, the Analyzer Operator is able to systematically breakdown the details of most situations in order find the best solution available. Also, they have an uncanny ability or talent for knowing which tools will work best for a particular situation. Based on these abilities, they can easily be open minded and understanding of people’s differences and idiosyncrasies. The tendency to be an independent thinker is coupled with the need to be isolated and self-imposed when they are over worked. Also, they rely heavily on their hunches and intuition when making decisions, which causes others to question, at times, how they reach their conclusions. Even though it is difficult for them to always explain why they know something, the people that they interact with don’t doubt the Analyzer Operator’s understanding of a situation. They are always willing to share the discoveries that they come up with, but can become unsettled by experiences that are emotionally powerful.

Composer Producer: These individuals are able to take full advantage of the opportunities that they are presented with and consider such opportunities as dreams fulfilled. Another fine characteristic that they possess is conviction in what they choose to do and to never sell out on what they believe in. They also are able to see what is important for others, and can help them achieve their goals beyond what was originally sought. Others often underestimate the amount of work it took to get them what they wanted because of the Composer Producer’s talent for creative problem solving. Their thinking patterns can be described as composing, random scanning of available resources, and cohesiveness of ideas, words and actions. They get so lost in what they are doing that they can often lose track of time. Building relationships and attracting loyal friends and colleagues, as well as being free to express their own personal style is important to them.

Promoter Executor: These individuals are able to take charge of most situations and have an uncanny ability to make things happen. They are willing to push to the limits to get the results they seek, which is what drives them forward. Keeping their options open and having the freedom to act is essential for their sense of well-being. Tactical prioritizing is something they are skilled at doing. Yet, if things begin to go off course, the can easily change their approach or even abandon an entire project. Their thinking patterns are most reflected in the ability to scan their environment for relevant information, opportunities, and resources. Following this, they then quickly adjust their behavior and act accordingly with split-second timing. Working both sides of an issue, finding bargaining points and determining the bottom-line is achieved by their strong negotiating skills. Winning people over is easy as they have a strong sense of humor, a high enthusiasm and a directness.

Motivator Presenter: These individuals love to engage in stimulating action to begin projects and complete them, often engaging in several projects at once. They trust their intuition and act accordingly with a great deal of flare. Engaging others is easy for them, as is helping them see and trust the existence of all available possibilities. Rather than seeing obstacles and roadblocks, they see challenges and opportunities. They appreciate the value of freedom for themselves and others, and will meet any attempt to take it away with strong resistance. Taking risks comes very naturally for them, viewing them as natural parts of life. Their thinking patterns are characterized by being able to take in a variety of information at once, and to manage simultaneous perceptions while always asking, “what is the primary goal?” Processing information happens very quickly for them, which makes it difficult for them to allow others to process at a slower pace.


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Guardian Themes

This theme has four personality types associated with it: Planner Inspector, Protector Supporter, Implementer Supervisor and Facilitator Caretaker.

Planner Inspector: These individuals enjoy being prepared and having a plan gives them a sense of security. They are characterized by traits such as being orderly, systematic and organized. This ensures that nothing goes unchecked and allows for a sense of control. They take pride in implementing detailed tasks on time, following through with their commitments, and finishing work before having fun. Contributing to the community, social welfare and family is the driving force that allows them to maintain a high level of motivation while bearing the burdens and adversities of their endeavors. Their thinking patterns are linear and structured, and these individuals will use past experiences as reference points when making decisions.

Protector Supporter: These individuals take care to consider everyone’s needs so that each person is happy. They have a keen sense of how things work, which allows them to maintain a sense of order during chaotic times. Being prepared, organized, and detail oriented is achieved by following a strict schedule. This allows them to meet all deadlines, giving them a sense of accomplishment in what they do. It is rare that they get the recognition of a job well done by others because they accomplish things so effortlessly. Traditions give them a sense of security and help them feel like they fit in. If this sense of belonging is absent, they often feel anxious and stressed out. Their thinking patterns are linear and structured and they have exceptional listening and memory skills.

Implementer Supervisor: These individuals enjoy educating themselves so that they know the best way to do things. By setting up routines, schedules and standard operating procedures, they are able to bring order to chaotic situations. They need to be in control of the things they are responsible for and enjoy making things run with ease. A strong work-ethic is a part of who they are, which instills in them a high sense of accountability. Balancing work and play is easy for them and they require it for their effectiveness. Following a philosophy of life enables them to be consistent and to build a strong foundation for their steps to success. Others tend to view them as bossy and overbearing because of their ability to know the best way to achieve a task. In reality, the Implementer and Supervisor is very open to new ideas. Their thinking patterns are sequential and associational, which allows them to easily see when things are out of order or don’t make sense. They use past experiences to help them connect the dots of an issue at hand. Once this is done, they are able to take the necessary steps for success.

Facilitator Caretaker: These individuals take pride in helping others, having dialogues to create interpersonal harmony, and managing people at work and home. They genuinely admire other people’s success and being in a strong community of friends and professional peers is what energizes them. The Facilitator and Caretaker constantly strives to make things pleasant, often setting aside their own needs in an effort to avoid conflict. It is problematic for them when others don’t equally give the same care and attention, because they above all require a sense of fluidity in their professional and personal relationships. Accounting for costs, protecting resources, organizing events, and remembering things are characteristics that they all possess. Their thinking patterns are rational and sequential, allowing them to equally provide for their family, work members and community. Telling good stories assists them in keeping everyone in touch with each other and also enables them to be good hosts.

1) “The 16 Personality Types: Descriptions for Self-Discovery,” by Linda V. Berens, Dario Nardi
2) Personality career/personality/types.html

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Personality Types

We all have our own unique personalities, which have resulted from our experiences with ourselves, our parents, teachers, classmates, friends and so on. Not all the characteristics of our personality come from such learned experiences; some we were born with and are innate. Regardless of how we got our personalities, it can be difficult to determine or adequately describe our personality type. Being able to describe and put into words our own unique personality type is valuable when trying to discover our dream job.

What is a personality type? Simply, it is rooted in our basic psychological interests that make up the core of who we are. It has very little to do with things like a favorite type of music or clothing, and more to do with the patterns of our thinking and behavior that have developed over time (i.e. our communication style and our ability to react to challenges or positive events). To assist you in this process, I will discuss the various personality types by there associated themes.


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Eudaimonia (Happiness)

As stated above, eudaimonia is often translated from ancient Greek as happiness or flourishing and sometimes well-being. And here-in lies the ultimate goal of Bricolage Consulting, to enable each individual to determine for themselves such a state during the job or career search and beyond. No one can tell another if they are happy because it is something that is found ‘within.’ My clients and I work together to gently break down their thinking so as to uncover any self-deceptive ideas that might get in the way of them discovering their professional interests and potential. And it is through this process that a lasting happiness is created versus the fleeting kind that is found when someone obtains a material possession. We are of course talking about a type of happiness that goes beyond feeling happy, and is found in a deep understanding of what it means to know who we are and what we are here to do. That can only come from discovering one’s mission. It is easy to associate mission to historical figures like Martin Luther King, Rosa Parks, and Ida B. Wells. Each of us has our own unique mission, which is just as necessary and important to the overall make-up of this country. When each individual is able to bridge the gap between virtue ethics and eudaimonia as stated above, then the mass consciousness of the planet is a little bit lighter!


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Phronesis (Practical Wisdom)

When discussing moral behavior, it is worth noting that some “virtues” can be faults if they are not balanced by wisdom. An individual may be honest, generous, or respectful, but if they do so “to-a-fault,” then potential hardships could result. A compassionate person might tell a lie in an effort to not hurt someone’s feelings. Yet in doing so, they relieve themselves of the virtuous quality because a lie is still a lie. And it is difficult to achieve high levels of human improvement internally and externally if we are not able to be brutally honest. When this type of situation presents itself with a client, I very carefully teach them how to say things compassionately while never altering the truth of what needs to be said. This is known as paralanguage, which can be defined as, “it’s not what you say, but how you say it.” The work I do is to create sound human relationships while going for our dreams. If all we wanted was to achieve our goals without also creating loving relationships, we would be missing the whole point of why we do anything. Whether an individual is willing to admit it or not, we are here to create loving relationships first and to fulfill our goals or desires second. Actually, practical wisdom, as I see it, is the process of fulfilling our goals and dreams as the springboard to better relationships. It is through “going-for-it,” that we learn about who we are as virtuous beings. We find out our levels of courage, compassion, empathy, faith, love, etc. by challenging ourselves to be all that we wish to be. Otherwise, we are left with gaps in these areas based on deep resentment that are often the result of choosing to be victims in regards to who we choose to be. It is far easier to blame our inability to do what we want on a situation, circumstance or persons than to take ownership of our plot in life. When I say “take ownership,” I am not trivializing how people, situations or circumstances have influenced (not caused) our plot in life. Yet, this simple distinction, between influence and cause, is the key to transforming these things for our benefit. If a client says “it” caused their negative situation, then he/she is left powerless because an outside force has the control. In seeing things from an influential standpoint, we are able to create a sense of fulfillment, growth, well-being and happiness (Eudaimonia) during the job search as well as other areas of our lives.


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Arete (Virtue)

Arete can be defined as excellence or virtue and is indeed a character trait that most of us try to embody. It is important to distinguish between a person who is habitually honest because someone told her/him to do so (mindless) and a person who is honest because it is within him/her to do so or because they chose to do so on their own (mindful). Only the latter can truly be viewed as embodying virtue. Those who mindlessly do virtuous acts have a “single-track” disposition to do “good” actions for certain reasons and are characterized as self-righteous; they do good to be good versus do good because it is the thing to do. They are selfish in their intent! They also often end up begrudging the choice and hold resentment regarding the action, whether they are aware of it or not. Mindfully virtuous people have a “multi-track” disposition and are concerned with various aspects that influence and are connected to their actions (i.e. emotions, emotional reactions, desires, values, perceptions, attitudes, interests, expectations and sensibilities). In essence, mindfully virtuous people strive to aligne their emotional state with their reasons for doing something. I must point out that this is far easier said than done, and requires gentle courage and determination. That’s where I come in, being the sounding board for more overall clarity. Thus, a fully virtuous person has a high level of practical wisdom (phronesis).


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Finding Virtue During The Job Search

Normative Ethics includes three different approaches: Virtue Ethics, Deontology & Consequentialsm. Virtue Ethics emphasizes moral character, Deontology emphasizes moral rules or duties, and Consequentialsm deals with the outcome of one’s actions. It is worth asking which approach creates the most value as a point-of-departure during the job search. Should we emphasize getting the most out of our actions (Consequentialsm), following the best moral rules (Deontology) or being benevolent (Virtue Ethics). As a Career Consultant and Personal Development Coach, it is my job to help my clients get the most out of their actions while challenging them to embody the highest level of honesty for themselves and others during that process. This is the first step to helping them find their dream careers because it propels them into stating what they want versus what someone else wants for them. Any other point-of-departure results in a gap between them and what they really want to do professionally. I help my clients eliminate this gap by making sure that each action they take is rooted in benevolence and is virtuous. In order to accomplish this, I help my clients make some very simple distinctions regarding their level of moral character by challenging them to be brutally honest regarding who they choose to be professionally and to take full ownership of what develops for them, good or bad, regarding those decisions.

Virtue ethics finds its roots in ancient Greek Philosophy, which attached three concepts to it that are worth reviewing: arete, phronesis, and eudaimonia.

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Behavioral Interviewing Question Examples

1. Describe a situation where you used persuasion to successfully convince someone to see things your way.

2. Describe an instance when you had to think on your feet to extricate yourself from a difficult situation.

3. Give me a specific example of a time when you used good judgment and logic in solving a problem.

4. By providing examples, convince me that you can adapt to a wide variety of people, situations and environments.

5. Describe a time on any job that you held in which you were faced with problems or stresses that tested your coping skills.

6. Give an example of a time in which you had to be relatively quick in coming to a decision.

7. Tell me about a time in which you had to use your written communication skills in order to get an important point across.

8. Give me a specific occasion in which you conformed to a policy with which you did not agree.

9. Give me an example of an important goal which you had set in the past and tell me about your success in reaching it.

10. Describe the most significant or creative presentation which you have had to complete.

11. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.

12. Give me an example of a time when you were able to successfully communicate with another person even when that individual may not have personally liked you (or vice versa).

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Behavioral Interviewing

Employment interviews are changing for the better. The traditional interview questions that deal with simpler things like, “Tell me about yourself,” are no longer enough to satisfy the appetite of organizations seeking new employees. They realize more than ever before that the most accurate predictor of future performance is past performance in a similar situation. Behavioral questions provide a more objective set of facts to make employment decisions than other interviewing methods; the process is much more probing and works very differently.

Important Points About Behavioral Interviewing:

  • Employers have a predetermined skill set that they feel is necessary for the job they hope to fill and ask direct questions to assess if a candidate possesses those skills. Talk with alumni, read the company literature carefully, and pay attention during a company’s information session to discover which skills the employer is seeking.
  • Your response needs to be specified and detailed during the interview. Don’t give one-word descriptive responses like, “my organizational skills worked well in that situation.” Instead, describe a particular situation that relates to the question. For example, “I found the solution because I input all available information into my Palm Pilot and sync that information to my computer hourly to ensure no information is lost.” Briefly explain the situation, your specific action taken, and the positive result of that action. Frame it in a three step process: 1. Situation, 2. Action, 3. Result/Outcome.

  • After the interviewee explains a situation for a few minutes, the interviewer will try to identify the specific behavior(s) by breaking down the situation. The interviewer’s probing process often includes a search for more detail and depth; “What were your questions at that point?” or “Tell me more about the person’s response,” or “Tell me about your decision process.”
  • Be sure to listen intently and always answer your questions completely; ask for clarification if necessary.
  • Your interview preparation should include identifying examples of situations where you have demonstrated the behaviors for a given company.
  • The more detailed and clear your resume, the better it will be in assisting you in answering these questions. Remind yourself about your achievements from the past two or three years and remember that there are many ways to demonstrate the behaviors that the interviewer is seeking. Use examples from past internships, classes, activities, team involvements, community service and work experience. You may also use examples of your special accomplishments like achieving your exercise goals, being the captain of of your high school sports team, artistic achievements, overcoming your fear of heights by sky diving, etc..
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Food For Thought

Be ware of the “3 W’s”: Wanting, Waiting & Wondering.

  • Wanting: Our job is to meet our needs without alteration or altercation. That being said, if we are in a state of wanting, then we are not engaged in the creative development of that desire. It is far more “actual” to choose something then want it. When we are “in want,” then we are separated from doing, while when we choose something we are doing it!

  • Waiting: Don’t ever wait! When we wait, we are stagnant and so, again, separated from the doing. And it is only through doing that things become manifest. Doing occurs in three ways: how we think about something, what we say about it and how we behave in regards to it. Thus, if you feel you have exhausted all your behavioral choices like updating your resume, doing follow-up letters and the like, then challenge your thinking to stay hopeful and positive.

  • Wondering: When I ask my clients about their career dreams, they inevitable embark on a long-winded query about whether they should or shouldn’t be doing their current job and career choice. I then have to remind them that whether they should or shouldn’t do something has nothing to do with a sort of deeper meaning unbeknownst to them. Their potential career choices are limitless and that choice is up to them; all they have to do is choose it.

The process of uncovering which career choices best suit us begins with understanding the skills we have and which ones we want to highlight.

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