Seich's Mailbag and More

Diligent/Realist/Sentinel
"... seeing all of my top level strengths gave me insight into the conflicts between myself and our team co-ordinator at the office. Four of us, of our nine member team, were at the point of quitting. I came to your site looking for resume help. After reading If not utilizing your top attributes at work you ARE NOT where your strengths belong, I got an idea for us to try. I contacted you about how best to proceed. I told you then that if we could resolve the biggest problem — short-sighted, dictatorial management — none of us would leave. We like the company and we work really well together."

"As you advised, each of us tested and ordered myReport. When we compared our core excellence qualities and discussed them with you in our teleconference, the problem became clear. As a group, and in keeping with our background, our top strengths are to respect rules, to follow plans and to be thorough. Our co-ordinator is the inventive, risk-taking kind that gets an idea part way through a project and demands an immediate reworking of plans to implement it without discussion and over our reasoned protests. Long story short we showed him the results from the Attribute Scales tool that you'd compiled into a team display. We informed him of our interest in staying (no threats as you'd cautioned against). We gave him listed suggestions copied verbatim from our Reports for alleviating mounting tensions in the department. That was two months ago. I am glad to report there is less stress now for everyone on the team..." — Edward P., Game Developer.

Visionary/Empath/Kinsmen
"... I don't understand how brown_dog1 (per myReport account scroll box) used the software to figure out whether he had what it takes to succeed in the "global war and peace" profession. Could you explain how I can use it to determine if I have what it takes to succeed in teaching?..."

"... I just registered for university. ... When you first told me to take an industry consensus of the known success attributes for high school teaching, I balked. It made sense but the task, itself, seemed daunting. Thanks for pushing me past my resistance and inertia. It wasn't easy gathering the consensus. Eventually I did. What surprised me was how many guidance counselors and registrar staff were not able to answer. This gives me pause about their value to students who are undecided about career options. Hmm! When we set up the attribute grouping together in our teleconference my confidence soared and has not diminished with time. When I spoke with my parents about my results they were ecstatic that I had finally decided on a course of study. I am confident that I chose the right profession this time. One that I won't up and quit like I had twice-before. I would like to use your **free Report offer myself in the future ..." — Jane J., Uni Student, Australia.

**ANSIR® is accumulating a database of "key success factors for professions," as garnered by myReport clients. A free myReport in exchange for the consensus is given for a client to use or to gift as they may. In time, a career-match service based on innate strength alignment will be offered to Ansir.com clients. There is no comparative service in existence today. Make a dent of difference yourself. Gather a key success consensus for your profession and/or job. Send it to wfdna@ansir.com. In return we will give you a free myReport for using yourself or gifting to someone else. Fact: patterns of success fall out from every human endeavour, are known, and are used by corporations, to professions, to learning institutes for member decision-making. (See the following email for a how-to.) Be mindful that every enterprise knows which attributes (soft skills) predict success and which do not. Oughtn't you? Ask and persist until you get your consensus. Once had, it will change forever how you approach job interviews; govern your value on the job; decide supplementing training; and conduct (yes, proactive you) the annual review.

Sage/Visionary/Philosopher
"...I hate my job. My boss is a sheep and I've had it with being herded up dead-ends and with executing idiotically useless plans. If it weren't for my family having grown accustomed to the regular eating and safe sleeping that my pay check affords I'd quit in an instant ..."

"... grateful to you for your time and instructions (software how-to teleconference). I had to reconcile within myself something that I'd sworn off and consciously avoided: upper management. Half of my reluctance is because others: my parents, my boss, my wife, are more career-ambitious for me than I am for myself. I was contented with being exceptional at my job. My frustration at the ineptness of my company's leadership in making forward strides just grew unbearable. In order to effect the improvements we need I must be in a position of greater authority and responsibility. Visionary vies for advancement to gain more freedom for decision-making and risk-taking. I got busy. This is what I've done since our talk:

1. printed the attributes.

2. tasked HR to select the key success factors for an upcoming executive opening. BTW: they were not eager to help me with this -- tooth-pulling would have been more welcomed. I considered it imperative so I pestered and nagged them for it daily.

3. set up a group (Attribute Scales Tool) like you showed me.

4. ran the evaluation and saw my odds for succeeding in the new job.

5. hired an executive coach to help me work on the areas where my blue lines indicated low and mediocre performance but where my gold lines indicated high potential.

6. I applied for AND I WON the upper management job!!

Furthermore, I took Bud's advice and negotiated a compensation deal that I like. Remember my first email to you? I told you that I made good money, which is practical but is not meaningful. Who knew that attitude would turn out to be my top strength? ..." — Garth, USA, new COO.

Healer/Idealist/Diligent
"... When I opened the Opposites Tool I was shocked. In order to get along with my husband I have to use two, of my three opposite strengths. What am I supposed to do? Your website says, if requisite that you use "opposite" strengths at work or at home, the odds of your succeeding and being happy there are unlikely. Are you recommending that I divorce my husband?"

"... an update. Ben and I have "enjoyed" many great discussions prompted by the positive things we each bring to our marriage, which your Compatibility Tool brought to light. If the past months are any indicator of things to come we are both confident that there are many more reasons for staying together and working as partners than for our divorcing. My having taken over the bookkeeping, a task for which my top strength is ideally suited, has made a huge difference in our relationship and home. Month-ends are (unbelievable!) peaceful. In fact, two months have passed more smoothly than I could have imagined. Being in the dark about our financial status had me feeling scared and tense all the time, and it showed. Positioning money management as a strength instead of a masculine trait and duty was the key brilliance that released our locked horns. For that, this control freak and ex-harpy are very thankful ... " Lynda S, USA.

Visionary/Eccentrik/Extremist
" ... I don't relate to the information in the Boss and Support tools of myReport..."

If the information does not resonate as motivating and rewarding to you, then you do not have the right profile. Read the book. Re-profile. Re-order myReport. Or did you really imagine that you could do the Profiler, get your free Briefs and be ready for myReport? Where in your world and experiences have half-assed efforts paid off? Garbage-in; garbage-out.

"Okay, okay, okay! Now the information gels perfectly with me. DAMN, but you guys are good! Based on the new Report there's a lot more that I could be doing contribution wise at work. I always turned down invitations to join the exec team for blue-skying. I knew I could help but I got disillusioned years ago with the rapid turnover of our leaders. When they left, whatever plans they had in the works got scrubbed in Orwellian fashion. That happen three or four times and you start losing enthusiasm for new projects with new managers ... My approach to profiling is indicative of how ingrained my withholding of effort had become — thanks for picking up on it and kicking my butt. I had devolved into a company "We-Be." You know what that is: a We be here when you suit-types are gone ... Strategizing is my top strength according to my Report. I felt that and looking back I think anyone who knows me would agree. Well, I-Be thinking it high time to step forward and do something about turning around the low morale of my team. Some of the most talented people in the industry work here. Unlike most of them who were marginalized by management, I marginalized myself. We all lack motivation. Maybe not for long. I am newly fired up ..." — Ken. G., Dallas, USA.

Visionary/Kinsmen/Realist
" ... What does it mean when all of my blue lines are far below average on the Attribute Scales Tool?" — Alan B, USA.

Three possibilities.
1. It USUALLY means that you have the wrong profile so have wasted your money. Worse, you will not have learned what you could have and that would have been self-benefiting. A WorkforceDNA® Report is highly self-specific. If this is not you, these are not your strengths. Back to the drawing board.

Report prepares you for an emerging workplace reality: hard skill may win the job but it is always your soft skill keeps it. Employment in the future will hinge more on innate abilities that, in business, are called soft skills or attributes. Hard skill correlates with acquired capabilities: your education and training. Soft skill correlates with innate ability: displayed in your Attribute Scales tool. Today, hiring is hard skill and personality-based, but that current job dissatisfaction rates (70-75%) prove are not working. Tomorrow, hiring decisions will be hard and soft skill-based. The Attribute Scales tool is a preview of workplace-future.

Below average blue lines here, reflect below average performances out there, based on WorkforceDNA Consulting and ANSIR® Research findings. Closing the gap between blue and gold markers entails self-development: a willingness for showing up and doing something meaningful to you, if to no one else. Re-profile, affirm, and reorder myReport.

2. When your profile is right and most of the blue lines register below average, it CAN MEAN that something major has/is happening. Something that only you would know about. Experience, alone, changes us. The 3 Sides of You® takes a snapshot of you, here and now. What have/are you going through? Look at the top layers on your DNA Map. Whatever the experience "that" is the combined power that got/is getting you through it. Work with your strengths, not against them. Keep a tight rein on your Achilles' Heel being mindful that, initially, all success looks like failure.

3. Unfortunately, innate strengths (top personal attributes) are not part of our everyday lexicon. Innate capabilities come with tangible evidence — a talent for drawing, for instance, gets taped to fridges before it gets hung in galleries. Innate abilities (dominant strengths) are, on the other hand, intangible. They largely go unnoticed by parents and teachers, so are not sought, were not encouraged and are not developed. Instead, innate strengths are only realized through interpersonal transaction and interaction — "juggles multiple thoughts/ideas at once," ... "a superior ability in relating to others," for instance. Both are key attributes for leadership though are not tapeable to fridge nor hang-able in gallery. Knowing what are your top strengths (3 Sides of You®) and learning the power of their combination (myReport) is often the first time that you, yourself, were made aware of core powers and distinguishing values. Often, just the "confidencing" gained through our stringent process of self-understanding narrows the gap between blue you, now, and your gold potential.

More
Strengths exist to serve some purpose. Innate strengths exist to serve life-purpose. Yours, specifically. Work with your strengths not against them presumes your knowing what they are and what they do. To repeat, "below average blue lines in myReport mirror below average performances in real life." Take it to the bank, employment in the future will lean more on soft skill than hard skill, and be less about personality than about interpersonal effectiveness. Soft skill AND interpersonal effectiveness are both outlined by the Attribute Scales Tool. Everything in myReport is highly self-specific. Your one-of-a-kind DNA Map is factored into each and every attribute displayed in our tool. No two profiles are alike; no two attributes scale similarly. Strengths exist to serve purpose. Here, at Ansir.com, you are not a person with strengths. You are a profile of strengths with person attached. Therefore you, like them, exist for some purpose that is self-, to others'-, to world-serving. If you don't have your own reason for living, one will be provided ... Pity, wethinks.

Further
When ANSIR® looks at you, it sees strengths. Psychology sees behaviours. Seeing strengths begets a new standard in relating. For instance, today it is a conversation with someone who abruptly ends discourse and dashes off to attend matters elsewhere. Tomorrow, it is an interlude with Visionary and ubiquitous bodyguards: Grand Idea and Stop Watch. Meaning, an impatience, at least for what you have to say past sweep one of the minute-hand. That's how long it may take to determine their missing puzzle pieces are not on your person, .

Use the Attribute Scales tool as a personal manager. Professional managers do. Re-profile and re-order annually when things are going well. More often, when they are not. FACT: you are, as you perceive yourself being. And so it goes for everybody. Confident persons (+16 scores) project themselves more authentically which, from a Style-perspective, is not to say more endearingly. Just more distinctly. Your functioning with confident Style is important because, none achieves as aspired without significant support from others. Self-confidence stands out. It draws our eyes/interest/ears. It has style, distinct Style that cuts 14 ways, you'll notice.

Opportunity doesn't knock on wood. It is exchanged in word and by deed. Before leaving the 3 Sides of You®, you have opportunities for learning what is your life-purpose, and that people tell you all that is important for knowing, if you but listen closely enough. Before leaving Report you have opportunities for learning what you do better than most, if not the best; which settings and situations to avoid; what terms-of-participation motivate and reward you; and to train your ears for catching that which you most wish/want/need to hear, while tuning out the rest as white noise. The Attribute Scales tool shows where you naturally shine and, with elbow work, would glitter.

The tool draws a picture of you in 158 decisive settings and situations. What is displayed are the odds of your succeeding in an endeavour and/or with present company. Ansir.com is the only place in the world where self specific odds-of-success are to be had.
(Continued Below)

Visionary/Healer/Healer
" ... I got the idea from your website [ here ] and used the relational tool information for my resume to great success. The last time I interviewed for work was in 1996. I felt more confident this time around than I thought I'd be and was better prepared because of your service. Thank you. In fact, the soft skills that I copied straight from my report were the focus of my final meeting with the panel that hired me!! ... Gratefully yours," — Robert K., Hospital Administrator, USA.

How are you applying what you learn about yourself in myReport?

We welcome hearing from you — wfdna@ansir.com

(continued from above)

THE TIME FOR SAYING GOOD-BYE APPROACHES

I am leaving ANSIR® Communications Incorporated. My vow of 1998, to complete the self, others and world phases of work for the company, is nearing fulfillment. The first-half of ALL Style Compatibility is completed and being readied for publishing. A new standard in relating is fully realized with Compatibility. Our bottom line: it is easier to love someone than to like them. Not only is it easier, it is safer. More people are killed as a consequence of love than of dislike.

Its being easier to love someone than to like them is a statement as dense with meaning, as your Life-purpose and Achilles' Heel ones. Or the, trust self first, last, and only that greets you at our door, but that takes two softwares; two books; three databases and; two gem-encoded mosaics for explaining. You know it is easier to love someone than to like them, from the difficulty you had in reading the Profile InDepths for certain Styles. A difficulty that you experience in daily interactions and forewarned of, in the lower portion of your DNA Map. The Opposites Tool underscores your worst-case scenario. Think of it as a red flag marking the spot where your strengths do not belong.

Not loving is closer to gun firing. Not liking is closer to avoiding.
Love is our species' default setting; an energy that can neither be created nor destroyed. Our babies arrive loving, yet don't know it's a word and can't utter it. ANSIR® Compatibility ties to life-purpose fulfillment. A bound, if not a leap from, who ought I love, to why ought I like them?

Before leaving, I would like to talk with you about WorkforceDNA® — the Attribute Scales Tool, and my favourite, most particularly. Let's begin at, why knowing what are your top attributes is important. Who knows where that may lead us. To be continued ...

return to the main WorkforceDNA® Report page.