How to use interest and ability to position yourself to make good choices and correct efforts?
None of them can avoid the question, "Should I choose a career that I am good at, or one that I like?" This question.
Career choice is one of the most important decisions that people have to make in their lives, and in order to be successful, they need to continue to make the right efforts and make the right choices. The right career choice is closely related to what people can achieve later in their careers, how satisfied they are with their careers, and the happiness they experience from their lives.
In addition to being personally meaningful, these choices have a social value. In global competition, the effective use of people's resources leads to positive national economic development. This means that, ideally, talented people should be given maximum support and encouragement to utilize their strengths during their school years, or on-the-job training, and later in life, so that happiness comes more easily when the job content is aligned with the individual's abilities and inclinations (personality and interests).
After the end of the college entrance examination is another year of graduation season. Just in July, nephews and nieces graduated from universities in other provinces to take advantage of the holiday, the beautiful name: to find me to help do a career planning (in reality, it is to run to Kunming to avoid the summer heat), but also with me to talk about the dream and their own interest in things.
A few small partners of the book-breaking club Kunming Chuncheng Branch rudder also ran to consult the "work for five years changed seven jobs, and now under the epidemic, the current work and do not like, do not feel that they are not where the interest is, and has begun to "blue thin mushrooms", how to do? "
In fact, the current job is not like the current job.
In fact, everyone's question points to two core factors: ability and tendency, ability corresponds to be good at, tendency corresponds to like. In the face of the seemingly abstract two concepts "Do what you are good at, or what you like? disassembles them one by one and analyzes and orders the points they contain one by one in terms of importance and priority.
Compared with other similar books, this book is based on the author's many years of research, with solid and reliable theoretical basis, as well as self-assessment questionnaires, action suggestions, and other practical tools that can be used immediately, to enhance the competitiveness of the learner's workplace in all aspects.
Adhering to the spirit of the book club, I called the first few people to my studio and solved the problem directly on the spot. I'm not sure if you want to know more about it. Come to the live dismantling class at the helm of the book club, so that you don't have to read the book, you can turn the knowledge in the book into your own ability!
There are graduates on the scene who are facing indecision between the careers suggested by their families and their own ideas; there are also people who have worked hard for several years but gradually find that this job is less and less suitable for them; there are also people who want to spend their energy outside of work and hope to find a side business that suits them. To put it bluntly, it's all about getting out of the confusion period and avoiding getting into the wrong line of work, so as to enhance the competitiveness of the workplace.
Positively, let's look at these three aspects and see what the author says:
So based on the current state of research, we can tentatively make the following judgments about the association between cognitive talent and inclination (interest):
- The correlation is usually weak, and only rarely shows a moderate correlation: as people grow older, many of them also often do not become interested in the things they are good at. in what they are good at.
- There are exceptions, such as in the study of (natural) sciences and in logical-arithmetic and spatial intelligence, where the congruence between abilities and dispositions shows an increasing trend in adults. But even in this area, the correlation between the two remains weak in people younger than 20, demonstrating more of a crisis of mismatch between abilities and dispositions.
- This is because initial decisions about career paths are often made at a young age, when people are less aware of their gifts and talents, and often appear to be interested in areas in which they are not very good.
See this text, the graduates of the partners said: this is not reasonable, not that "interest is the best teacher" Well, I am interested in something is the most important ------
Worked for a number of years of the partners said: really so, just graduated, think they are interested in learning because of the election The main reason for this is the fact that it is not possible to find a good job in the field. The results found that the school exams and internships are not yet obvious, work 2, 3 years is always said by the leadership and colleagues, on the slow not to mention that, but also always not good at ------
Want to open the side business of the slash partners said: I am now working to be quite good at it, although I do not particularly like it, but do it is still very easy to do it is to want to go to their own interest, is it also possible - ----
Is there any discovery: the above guys' heartfelt words, because of the different age stages, the face of good at and like the choice of different. The younger the more likely to prioritize compliance with their own interests; with age and experience increase, most people will not be good at the work done for a long time, but also interested in it.
Imagine this: is it better to have a general level of success in your career than to have a career surge? In terms of happiness, isn't it preferable to achieve even an average degree of success, as opposed to unhappiness.
See: Early interest math equation: $ \ne $ good at; the correlation between ability and inclination tends to be less consistent. Of course, there's no denying that some interests = being good at something, as we'll get to later. Talents in the text refer to the abilities we're good at, and dispositions refer to our personalities and interests.
That is to say:
Aptitude: refers to one's natural talents;
Tendency: includes personality traits and interests.
How exactly do you identify your natural abilities and tendencies? The author of the book gives three scientific tests for talent, personality, and interest. Partners interested in this article can buy the book and test it, and the author also gives a personal website (aljoscha-neubauer.com) where you can do self-tests.
The self-tests allow you to identify your field, so that you can correspond and make initial career choices to explore.
Career success is less successful when there is a "mismatch between abilities and dispositions", which may even lead to a lack of happiness in a career, and better achieved when abilities and dispositions are aligned with (or at least not opposed to) the careers pursued.
As you can see, when we understand both our abilities and our dispositions, we are better able to develop satisfying careers.
Partners of the graduates at the scene heard this and thought more calmly about their own tall tales at the beginning; those who have been working for several years also re-examined their careers; those who have been working steadily also found the key to recognizing themselves.
Partners raised a very interesting question: what should we do if we have been working for a few years, or realize that what we are engaged in is not what we like or are good at?
Take a look at this passage from the book:
The fact that Hans, who is talked about in Chapter 1, and Astrid, who is mentioned in the previous chapter, made bad career and professional choices when they first started out has to do with two things. First, both of them are not good at assessing where their talents and potential lie; Hans does not recognize either his lack of spatial imagination or his high linguistic talent. In Astrid's case, the opposite is true: she mistakenly believes that she possesses a linguistic gift, but does not realize that her logical-arithmetic and spatial gifts are outstanding. In both cases, the two received no feedback about their strong points either from their teachers or from those around them.
Astrid's and Hans's situation is not an isolated case, as we ourselves and others are often wrong when it comes to judging what we are good at doing. In the worst cases, this can lead us to take an interest in training and careers that we may not be very good at.
In life, most people really know as much about themselves as Hans and Astrid do, so why do we know so little about ourselves? This is because we all have our own "blind spots". Blind spots" are characteristics, talents, and personality traits that we don't recognize in ourselves, but that others (such as friends or even strangers) have access to better knowledge than we do about ourselves.
At the Kunming Spring City branch of the Bookbreaking Club, many of my apprentices say one thing when they meet with me for their first mentor-apprentice meeting session: "Sister Fanfan, how do you know me so well? We just talked about it ------
In fact, this is the "blind spot" that everyone encounters, and if you don't know about your abilities and tendencies, it's hard to know your "blind spot".
How to narrow your "blind spot" and avoid self-perception that leads to career and ineffective learning (all kinds of training to make yourself look hard)?
1. Evaluate talent and potential
You can use the methods in this book to conduct self-tests, or you can seek professional help, or you can come to the book club to use the book club together with us to **** the same way to grow. The book is a great tool to help you learn how to use the book in a more efficient way, and it's also a great way to help you learn how to use the book in a more efficient way.
2. Objective and comprehensive choice
The premise of adult learning is to solve the problems faced, only a multi-faceted, scientific and objective perspective to assess their own abilities and tendencies, in order to choose a more suitable for their own growth. More consideration of the input-output ratio will make your choice more rational. For example: the content you have learned to teach others first, and then the next choice, the choice before you also think about who you want to teach, will allow you to choose more orderly.
3. Practice action advice
"Listen to a lot of sense, but still not a good life" lies in the lack of practice action, looking for professionals, asked around the 360 ° feedback, but when not moving, others give advice = 0. Do not try to you do not know if you really can, so the professional advice must be action practice to know. Professional advice must be practiced in order to know "whether it is the truth or not".
Finally, I would like to give you the following tips: "Do you do what you are good at, or do you like what you do?
Suggestion 4: Rationally analyze the opposing views of people around you and social concepts, and make good use of resources;
Suggestion 5: Repeatedly hypothesize and discern whether giving up certain desires and hobbies is something you'll regret for the rest of your life;
Suggestion 6: Pay attention to the "proxy bias" and avoid overestimating yourself, leading to a blind spot;
Suggestion 8: Pay attention to "proxy bias" and avoid overestimating yourself.
Suggestion 7: Use the "Magic Mirror" to think differently, evaluate others' opinions and narrow your blind spots;
Suggestion 8: Summarize in time, turn your attempts into experiences and continue to improve;
Suggestion 9: Expand your sources of information, ask for opinions from people of 5 different dimensions and compare them with your chosen career;
Suggestion 10: Ask for opinions from people of 5 different dimensions and compare them with your chosen career;
Suggestion 11: Ask for opinions from people of 5 different dimensions. your chosen career;
Suggestion 10: Objectively check your goals, set your mind right, and adhere to positive thoughts.
Don't underestimate your talent. In the Internet era, the war for outstanding talent has not stopped, but from the "war of talent" has become the "war of talent", it is said that some recruiting companies have been able to track the traces left by a person on the network, based on the basic scientific knowledge, to come up with information about the person's intelligence, emotional capacity, ability to work, and the ability to work. They are able to draw conclusions about a person's intelligence, emotional capacity, personality, and a host of other personality traits based on basic scientific knowledge. Obviously, a person's language and vocabulary usage can be an extremely accurate indicator of their personality traits. Behind social media analytics, there is a much broader effort, the latest in big data analytics, to look for signs of specific talents in short interview videos: as with language and voice, facial expressions are scrutinized in the process.
As you can see, there are few things more exhilarating than recognizing what you are suited to do, or realizing that perhaps you should have chosen a completely different path than you had previously thought. Intensive thinking about oneself and paying attention to one's natural abilities and inclinations. We should protect not only biological species, but also the diversity of human personalities.
"Do What You're Good At, or Do You Like It? provides graduates, the lost and those who start a side business with a scientific theoretical basis for recognizing their own natural abilities, and personality interest tendencies at the same time, and teaches us the tools and methods to position ourselves with our interests and abilities, so as to make good choices and the right efforts. Welcome to write your experience in the comments section, together to enhance the competitiveness of the workplace.