Summary of Paul D. Tieger & Barbara Barron's Do What You Are

By IRB Media

Get the Summary of Paul D. Tieger & Barbara Barron's Do What You Are in 20 minutes. Please note: This is a summary & not the original book. Original book introduction: Do What You Are—the bestselling classic that has helped more than a million people find truly satisfying work—is now updated for the modern workforce. With the global economy's ups and downs, the advent of astonishing new technology, the migration to online work and study, and the ascendancy of mobile communication, so much has changed in the American workplace since this book's fifth edition was published in 2014.

• Language: English
• Publisher: IRB Media
• Release date: Nov 29, 2021
• ISBN: 9781638159377

IRB Media

With IRB books, you can get the key takeaways and analysis of a book in 15 minutes. We read every chapter, identify the key takeaways and analyze them for your convenience.

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Insights on Paul D. Tieger Barbara Barron and Kelly Tieger's Do What You Are

Contents

Insights from Chapter 1

Insights from Chapter 2

Insights from Chapter 3

Insights from Chapter 1

#1

There are infinite variables in the workplace, which means there are an infinite number of possible jobs that can bring you career satisfaction. You need to figure out what your preferences are and then find a job that suits them.

#2

People need different things in order to be happy in their jobs. Unless you and the person you are staffing are similar in terms of personality, you must take that into consideration.

#3

The secret of career satisfaction is to do what you enjoy. Some people discover this young, while others spend their entire lives searching for it.

#4

The right career can be a blessing to career-stagnant people, who eventually find themselves in a rut. However, it is not a one-size-fits-all situation, and it requires taking into account a person's personality and preferences.

#5

The traditional approach to career counseling is insufficient because your abilities, interests, and values change over time. Thus, it's crucial to figure out what you truly enjoy doing and then pursue it.

#6

The best time to make important career decisions is when you’re least prepared to do so. The decisions you make early in life will have a significant impact on the rest of your life.

#7

The right job should flow directly out of your personality type. If you’re a Sanguine, for example, working in a job that requires a lot of social interaction might not be the best fit.

#8

The concept of personality type was developed by the Swiss psychologist Carl Jung and the American women Isabel Briggs Myers and Katharine Cook Briggs. It is based on the idea that all people can be categorized into one of 16 types.

#9

The first step in identifying your personality type is to estimate your preferences for each of the four dimensions. Once you have done that, you will be able to determine which of the 16 personality types we discussed in the beginning of the book most closely resembles you.

#10

Everyone has a natural preference for one of the four temperaments: S, N, T, or F. These are represented by the letters S, N, T, and F, respectively.

#11

There are two dimensions to Personality Type: Extraversion, which deals with how a person directs their energy, and Introversion, which deals with how a person directs their attention.

#12

There are two types of people: Extraverts and Introverts. Extraverts are sociable, talkative, and outgoing. They generally have a large circle of friends and enjoy being the center of attention. They are generally very active and enjoy working in teams. On the other hand, Introverts are solitary, reserved, and quiet. They generally have a small circle of friends and prefer to work alone.

#13

The gifts of Extraversion and Introversion are breadth and depth, respectively. While Extraversion is desirable in many aspects of life, it comes with a cost: it makes you talk more, but not necessarily at a deeper level. Introversion, on the other hand, is preferred in many facets of life, but it comes with a cost: you spend more time alone, which can be difficult for some.

#14

Extraverts prefer action, while introverts prefer thinking.

#15

Some people pay more attention to facts and details, while others are more interested in meanings, connections, and possibilities. We use both Sensing and Intuition every day.

#16

While both Intuitives and Sensors make up half of the population, their approaches to problems are vastly different. Intuitives look for solutions that make sense, while sensors look for solutions that work. This is why they often clash.

#17

There are two different types of information processing: concrete and abstract. Concrete information is processed in a step-by-step manner, while abstract information is processed in a roundabout manner.

#18

Thinking and Feeling are two different ways of making decisions. Thinking is usually considered a rational way of making decisions, while a Feeling approach is considered irrational. This is not the case.

#19

It can be difficult for Thinkers to understand the emotional side of things, and for Feelers to understand the logic side of things. But when these two different types of people work together, their complementary natures help each other grow and flourish.

#20

The Feeling type is concerned with how decisions will affect them personally. The Thinking type is more concerned with the larger picture, what’s best for the company.

#21

The American population is evenly split between Thinkers and Feelers. However, this is the only type dimension in which clear gender differences appear. About two-thirds of men prefer Thinking, while around two-thirds of women prefer Feeling.

#22

There are four dimensions of personality: extroversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judgment vs. perception.

#23

Judgers and Perceivers have different work styles, and while they can get along, their contrasting preferences can cause conflict. It is important to be aware of and consider other people's preferences.

#24

The preference between Judging and Perceiving can be seen in how a person’s desk is kept. While Judgers try to keep their workspace neat and tidy, Perceivers generally have a more disorganized desk.

#25

Everyone has a to do list or a just for now pile. For Perceivers, that may mean putting off important decisions and activities, while for Judgers, it may mean finishing projects and making important decisions.

#26

The type of a person can be determined by examining four different dimensions: Extraversion, Sensing, Thinking, and Judging. The person’s type will fall somewhere in between two extremes on each of the dimensions. For example, a person may be an ESTJ, which falls between the extremes of Extraversion, Sensing, Thinking, and Judging.

#27

The MBTI is a personality assessment tool based on the theory of four personality traits for each of the sixteen personality types. It describes how people perceive the world and how they react to it.

#28

The Verifying Type Profiles do not attempt to explain why different personality types behave the way they do. They simply provide a framework for understanding yourself and others.

#29

ENFJs are people-focused and have a strong desire to make things better. They have so much empathy that they can become overly involved with the problems or issues of

Reviews for Summary of Paul D. Tieger & Barbara Barron's Do What You Are

[Hae Yuon Kim · Rating: 1 out of 5 stars]

This review is for the summary! It is somewhat incomprehensible