Personal Strengths and WeaknessEssay title: Personal Strengths and WeaknessPERSONAL STRENGTHS AND WEAKNESSESWhile many people tend to listen to family, friends, or co-workers about their own strengths and weaknesses, it will often come down to the individual’s own personal assessment of themselves as to what improvements or adjustments one must make. As with any subject, there are pro’s and con’s, or in this case strengths and weaknesses, in each and every one of us. Unfortunately, only a few care to appreciate the weaknesses, and instead focus only on their strengths.
When I think of strengths or weaknesses, I often try to think of weaknesses first. I am not a negative person nor am I always thinking of the worst possible scenario, but rather focus on faults first. Due to that thinking style or habit, let me start this paper with what I perceive to be my weaknesses. This essay may not include all of my strengths or weaknesses, but I feel it is a major portion of them.
First I wish to mention a weakness. While at work or at home I tend to get sidetracked, or become one-track minded, when working on a problem. For instance, while at work if I am in the middle of a report or gathering information for an production issue we are having, I tend to get so focused that I completely lose track of any other issues that may arise or inadvertently ignore anyone or anything that may come up to discuss another issue with me. Maybe it would be called becoming “over focused” to give a definition to the state I am in at that time. As many people know in this day and age one really needs to be able to multi-task to be able to perform the everyday tasks that come up occasionally. Unfortunately, I am still learning to become a “multi-tasker” but do believe that I am working on achieving it. A second weakness of mine is that once a solution is found, I tend to completely remove myself from the issue without properly following through to ensure the solution actually resolved the original issue.
Often I give an individual an answer to his question and then thank him for asking it before that individual has a chance to ask a follow on question. This weakness can also relate to home and of course while being involved on any working team.
I am sure there are more weaknesses of mine, but would like to share some strength that I believe I possess. While I realize many people may have better organization skills, I feel that is a strength of mine. While at work, I often get to work very early as to organize my day, and to help others prepare for the issues that may arise throughout the day. I am often called upon when a person must give a presentation to a group and is not yet ready to present any material. I will then look through the individuals material and decide how exactly he should present it, and in what order. Another strength I believe I have is the ability to quickly resolve issues between individuals. In many occurrences at work, issues on design production become personal and often people will be offended by another individual’s actions or critiques. I have been told I am a people person and often become involved in argumentative situations
1
Many people are offended and often don’t want to respond to what I just said. However, there are many times that I would think it would be nice to hear someone apologize in private/to my coworkers. When I have an argument with another worker, it often escalates to a point of conflict and ultimately there is no one to stand between the two who feel the slightest disagreement and are offended to the very end by our disagreements. I would like to add that I can help one in this situation by not just encouraging her to respond in a personal manner but by encouraging a person to go to work later and not interrupt an individual work decision when the time demands. There is something about being able to work in a work environment that would be so refreshing to someone with limited education and experience, particularly if they aren’t yet ready for the profession. I work in the hospitality/cooking industry where everyone is involved and the experience is unique! 1 I can only offer you a few tips that are applicable to any case. First and foremost, take notes of the specific issues that arise and then ask yourself if this is something that needs to be addressed, something that you may be interested to discuss with someone. The individual should be expected to address themselves if it is the concern of others. For example, your employer has seen me as someone who is “lazy,” and you should not expect him to be interested in having you help get them through their difficult times, but for me this is very much my job for example as an employee. In the case of any situation that requires some work experience – or for a certain business – it is really important for you to find people willing to share their knowledge, experience and expertise about the work areas being handled in a way that serves your employees and allows them to feel an increased sense of confidence. I also know that no amount of small talk can change how quickly an employee becomes a successful, successful company. There is not one great example of how a company would take some of this expertise that they have found in the hospitality and catering industry. 2 This applies both to the individual and to a whole group. The problem here is that most employees tend to be very introvert and don’t appreciate being asked to address issues by other employees. When I say not to do work as if the individual don’t give a damn about anything, these are things that could easily be corrected without the individual even answering their questions or responding to their concerns. This is not to say that only people that are very introverted and are very willing to be ignored in any given situation should never be allowed a chance to express themselves as part of a group. I think this is also the case in general. If you are not comfortable talking to your employees about all of their work experiences, you may find it difficult to communicate them any important information to the company. However, as I said, if you feel that all this talk is being asked of you, then I ask that you keep your composure. It should be a safe place to find words to say how you feel about the issues that you understand and are aware of. 3 There are some situations where you must do something. This means putting the effort in to explain the problems your employees have raised and explaining to them how you are making those problems go away. For example, you should stop to ask your spouse, mother-in-law or friend where they got the idea for the restaurant they were planning on closing their kitchen but in order to tell them what is to come and what not. After all, the issue at hand is not what you can explain, but what they need doing at the restaurant. You can
Apathy. That is, when the person in question is not going to listen. However, sometimes I find myself in situations when I have to ask people some questions. As I have written several times, apathy is simply an individual’s preference for what they want, and often results in the misapprehension that the person will be able to give or even hear what they want. In others situations, this means that a person will often not give them what it is they want but the opportunity for more discussion. It is also true that a little empathy may only provide a temporary help that may eventually lead the person to their desired goals or desired ending. This may be especially true when the person is dealing with another person because they don’t have the ability to communicate the individual’s wishes. This can also be the case while the individual is in an environment with a large number of peers and a large cultural background. One of the more common reasons for a person being discouraged in business is because it is not perceived as a big deal. However, it can often be a way of dealing with these issues that would cause them to end up losing their job after having been involved in a work setting for a long time. An example of this type of situation is an interview with Brian Wilson that was originally conducted with David Taggart and Steve Wiens. When Taggart first began interviewing for a job as an Internet technology manager at HCL, he was told that he was too inexperienced in the field due to having a very high workload and to be in poor communication with others. Taggart wanted to be seen to be working on his own project, and he also wanted to be respected and respected around others. A high level of communication between the two parties during the interview can often be seen as providing the information needed for the individual to become a better communicator. Although this does mean that Taggart is likely to work on his own project, the two of them made an important choice and then chose to come together to make a decision in that scenario. That said, when you get into an interview process, people usually know exactly what they want and where those options are. This is especially true in the case of people who have a very high workload. For this reason, a lot of people will be uncomfortable getting in the way of an interview process. On the other hand, it can definitely be a benefit for your company to have someone who is open to looking for a quick opportunity and not a hard-working employee. However, this doesn’t mean that people often give up. Being open to questions and answers is one thing, but having a firm and respectful approach to questions and inquipses is another. We tend to think of ourselves as ‘not experts’ from day 3. That term is also very outdated in today’s workplace. We tend to think of how we can do things differently and that we have to figure out new strategies in order to get started. However, as our world becomes less ‘tech friendly’, it is also becoming less and less attractive for people who come in to the interview process looking for someone who may or may not have even attended a recent workplace seminar or work experience, or were even in the same class as you. The more we move toward a more tech-friendly workplace, the more time we’ll have to learn how to handle new, unconventional types of questions being raised about us online, and we’ll be able to go in and interview these same types of people. This is good for companies and for a better job process to avoid these negative messages and get the word out to potential employees.
It isn’t that these people don’t
Apathy. That is, when the person in question is not going to listen. However, sometimes I find myself in situations when I have to ask people some questions. As I have written several times, apathy is simply an individual’s preference for what they want, and often results in the misapprehension that the person will be able to give or even hear what they want. In others situations, this means that a person will often not give them what it is they want but the opportunity for more discussion. It is also true that a little empathy may only provide a temporary help that may eventually lead the person to their desired goals or desired ending. This may be especially true when the person is dealing with another person because they don’t have the ability to communicate the individual’s wishes. This can also be the case while the individual is in an environment with a large number of peers and a large cultural background. One of the more common reasons for a person being discouraged in business is because it is not perceived as a big deal. However, it can often be a way of dealing with these issues that would cause them to end up losing their job after having been involved in a work setting for a long time. An example of this type of situation is an interview with Brian Wilson that was originally conducted with David Taggart and Steve Wiens. When Taggart first began interviewing for a job as an Internet technology manager at HCL, he was told that he was too inexperienced in the field due to having a very high workload and to be in poor communication with others. Taggart wanted to be seen to be working on his own project, and he also wanted to be respected and respected around others. A high level of communication between the two parties during the interview can often be seen as providing the information needed for the individual to become a better communicator. Although this does mean that Taggart is likely to work on his own project, the two of them made an important choice and then chose to come together to make a decision in that scenario. That said, when you get into an interview process, people usually know exactly what they want and where those options are. This is especially true in the case of people who have a very high workload. For this reason, a lot of people will be uncomfortable getting in the way of an interview process. On the other hand, it can definitely be a benefit for your company to have someone who is open to looking for a quick opportunity and not a hard-working employee. However, this doesn’t mean that people often give up. Being open to questions and answers is one thing, but having a firm and respectful approach to questions and inquipses is another. We tend to think of ourselves as ‘not experts’ from day 3. That term is also very outdated in today’s workplace. We tend to think of how we can do things differently and that we have to figure out new strategies in order to get started. However, as our world becomes less ‘tech friendly’, it is also becoming less and less attractive for people who come in to the interview process looking for someone who may or may not have even attended a recent workplace seminar or work experience, or were even in the same class as you. The more we move toward a more tech-friendly workplace, the more time we’ll have to learn how to handle new, unconventional types of questions being raised about us online, and we’ll be able to go in and interview these same types of people. This is good for companies and for a better job process to avoid these negative messages and get the word out to potential employees.
It isn’t that these people don’t
Apathy. That is, when the person in question is not going to listen. However, sometimes I find myself in situations when I have to ask people some questions. As I have written several times, apathy is simply an individual’s preference for what they want, and often results in the misapprehension that the person will be able to give or even hear what they want. In others situations, this means that a person will often not give them what it is they want but the opportunity for more discussion. It is also true that a little empathy may only provide a temporary help that may eventually lead the person to their desired goals or desired ending. This may be especially true when the person is dealing with another person because they don’t have the ability to communicate the individual’s wishes. This can also be the case while the individual is in an environment with a large number of peers and a large cultural background. One of the more common reasons for a person being discouraged in business is because it is not perceived as a big deal. However, it can often be a way of dealing with these issues that would cause them to end up losing their job after having been involved in a work setting for a long time. An example of this type of situation is an interview with Brian Wilson that was originally conducted with David Taggart and Steve Wiens. When Taggart first began interviewing for a job as an Internet technology manager at HCL, he was told that he was too inexperienced in the field due to having a very high workload and to be in poor communication with others. Taggart wanted to be seen to be working on his own project, and he also wanted to be respected and respected around others. A high level of communication between the two parties during the interview can often be seen as providing the information needed for the individual to become a better communicator. Although this does mean that Taggart is likely to work on his own project, the two of them made an important choice and then chose to come together to make a decision in that scenario. That said, when you get into an interview process, people usually know exactly what they want and where those options are. This is especially true in the case of people who have a very high workload. For this reason, a lot of people will be uncomfortable getting in the way of an interview process. On the other hand, it can definitely be a benefit for your company to have someone who is open to looking for a quick opportunity and not a hard-working employee. However, this doesn’t mean that people often give up. Being open to questions and answers is one thing, but having a firm and respectful approach to questions and inquipses is another. We tend to think of ourselves as ‘not experts’ from day 3. That term is also very outdated in today’s workplace. We tend to think of how we can do things differently and that we have to figure out new strategies in order to get started. However, as our world becomes less ‘tech friendly’, it is also becoming less and less attractive for people who come in to the interview process looking for someone who may or may not have even attended a recent workplace seminar or work experience, or were even in the same class as you. The more we move toward a more tech-friendly workplace, the more time we’ll have to learn how to handle new, unconventional types of questions being raised about us online, and we’ll be able to go in and interview these same types of people. This is good for companies and for a better job process to avoid these negative messages and get the word out to potential employees.
It isn’t that these people don’t
Apathy. That is, when the person in question is not going to listen. However, sometimes I find myself in situations when I have to ask people some questions. As I have written several times, apathy is simply an individual’s preference for what they want, and often results in the misapprehension that the person will be able to give or even hear what they want. In others situations, this means that a person will often not give them what it is they want but the opportunity for more discussion. It is also true that a little empathy may only provide a temporary help that may eventually lead the person to their desired goals or desired ending. This may be especially true when the person is dealing with another person because they don’t have the ability to communicate the individual’s wishes. This can also be the case while the individual is in an environment with a large number of peers and a large cultural background. One of the more common reasons for a person being discouraged in business is because it is not perceived as a big deal. However, it can often be a way of dealing with these issues that would cause them to end up losing their job after having been involved in a work setting for a long time. An example of this type of situation is an interview with Brian Wilson that was originally conducted with David Taggart and Steve Wiens. When Taggart first began interviewing for a job as an Internet technology manager at HCL, he was told that he was too inexperienced in the field due to having a very high workload and to be in poor communication with others. Taggart wanted to be seen to be working on his own project, and he also wanted to be respected and respected around others. A high level of communication between the two parties during the interview can often be seen as providing the information needed for the individual to become a better communicator. Although this does mean that Taggart is likely to work on his own project, the two of them made an important choice and then chose to come together to make a decision in that scenario. That said, when you get into an interview process, people usually know exactly what they want and where those options are. This is especially true in the case of people who have a very high workload. For this reason, a lot of people will be uncomfortable getting in the way of an interview process. On the other hand, it can definitely be a benefit for your company to have someone who is open to looking for a quick opportunity and not a hard-working employee. However, this doesn’t mean that people often give up. Being open to questions and answers is one thing, but having a firm and respectful approach to questions and inquipses is another. We tend to think of ourselves as ‘not experts’ from day 3. That term is also very outdated in today’s workplace. We tend to think of how we can do things differently and that we have to figure out new strategies in order to get started. However, as our world becomes less ‘tech friendly’, it is also becoming less and less attractive for people who come in to the interview process looking for someone who may or may not have even attended a recent workplace seminar or work experience, or were even in the same class as you. The more we move toward a more tech-friendly workplace, the more time we’ll have to learn how to handle new, unconventional types of questions being raised about us online, and we’ll be able to go in and interview these same types of people. This is good for companies and for a better job process to avoid these negative messages and get the word out to potential employees.
It isn’t that these people don’t
Apathy. That is, when the person in question is not going to listen. However, sometimes I find myself in situations when I have to ask people some questions. As I have written several times, apathy is simply an individual’s preference for what they want, and often results in the misapprehension that the person will be able to give or even hear what they want. In others situations, this means that a person will often not give them what it is they want but the opportunity for more discussion. It is also true that a little empathy may only provide a temporary help that may eventually lead the person to their desired goals or desired ending. This may be especially true when the person is dealing with another person because they don’t have the ability to communicate the individual’s wishes. This can also be the case while the individual is in an environment with a large number of peers and a large cultural background. One of the more common reasons for a person being discouraged in business is because it is not perceived as a big deal. However, it can often be a way of dealing with these issues that would cause them to end up losing their job after having been involved in a work setting for a long time. An example of this type of situation is an interview with Brian Wilson that was originally conducted with David Taggart and Steve Wiens. When Taggart first began interviewing for a job as an Internet technology manager at HCL, he was told that he was too inexperienced in the field due to having a very high workload and to be in poor communication with others. Taggart wanted to be seen to be working on his own project, and he also wanted to be respected and respected around others. A high level of communication between the two parties during the interview can often be seen as providing the information needed for the individual to become a better communicator. Although this does mean that Taggart is likely to work on his own project, the two of them made an important choice and then chose to come together to make a decision in that scenario. That said, when you get into an interview process, people usually know exactly what they want and where those options are. This is especially true in the case of people who have a very high workload. For this reason, a lot of people will be uncomfortable getting in the way of an interview process. On the other hand, it can definitely be a benefit for your company to have someone who is open to looking for a quick opportunity and not a hard-working employee. However, this doesn’t mean that people often give up. Being open to questions and answers is one thing, but having a firm and respectful approach to questions and inquipses is another. We tend to think of ourselves as ‘not experts’ from day 3. That term is also very outdated in today’s workplace. We tend to think of how we can do things differently and that we have to figure out new strategies in order to get started. However, as our world becomes less ‘tech friendly’, it is also becoming less and less attractive for people who come in to the interview process looking for someone who may or may not have even attended a recent workplace seminar or work experience, or were even in the same class as you. The more we move toward a more tech-friendly workplace, the more time we’ll have to learn how to handle new, unconventional types of questions being raised about us online, and we’ll be able to go in and interview these same types of people. This is good for companies and for a better job process to avoid these negative messages and get the word out to potential employees.
It isn’t that these people don’t