Hate Your Job? Try Integrating Your Personality Strengths Into Your Gig

Everyday, millions of people wake up and go to jobs that they hate.  They toil through the day with 5pm in mind, and once 5pm hits they navigate through their evening dreading 9am the next day.   Life is not meant to be lived this way.   While finding a new job or starting a new career may be the best way to improve job satisfaction, for some people this is not a viable option.  So, are these people doomed to an existence of misery and despair?  Absolutely not!  They simply need to change HOW they do their current job.

Why HOW is More Important Than WHAT

What you do is not as important as how you do it.   You might have limited control over “what” you do for a living, but you have complete control over “how” you to it.    "How" lives in the domain of approach and processes, and "what" lives in the domain of outcomes.   Often times, you can get the same outcome using multiple approaches or processes. So how does this relate to your current job?

At work, we have objectives that  we must complete.  However,  how we complete them is up to us.  We can greet customers with a smile on our face, or with an attitude.  In the same vein, we can choose to do our jobs based on how we think it should be done, or by  integrating our personality strengths into our role.  

How People Integrate Their Personality Strengths Into Their Job

To illustrate, let’s look at the role of manager and how different personality types may approach it:

Jeff (ESTJ)-  In his role, Jeff ‘s focus it to ensure that the ship continues to run efficiently.  He ensures that his staff members are adhering to company policies, and that they are meeting their objectives.   Jeff rewards those who do a great job, and seeks disciplinary action for poor performers.

Bill (ENFJ)-  Bill considers his staff his most valuable asset.  He ensures that staff members follow company policies, but bends the rules a bit for the policies he feels are unjust.  He provides all his team with opportunities for professional growth, and coaches poor performers to improve their efficiency. He only seeks disciplinary action as a last resort.

Mary (ENTJ)-  Mary wants to transform the way her department does business.  She analyzed the department’s roles and processes, and  eliminated the ones that she felt hindered the department’s productivity.   She identified and consulted her most talented workers, and integrated their ideas and suggestions into her overall vision for how the new department will look.   She has little patience for incompetence, and fires employees who she feels are incapable of excelling in their roles.

Tracy (ESFP)- Tracy  is fun to work for. She strives to create a stress free, enjoyable work environment.  She often takes her team out to lunch for a job well done, and has an open door policy.  Tracy is a great crisis manager, and works well under pressure.   She expects her team to work hard as well, but does not believe in micro-managing. Tracy deals with poor performers on a case by case basis.   


As you can see, each manager did their job in a unique way.  They integrated their personality strengths into their roles, and no one did their job in quite the same way.   Instead of doing your job based on how you think it should be done, try doing it based on who you are.  Choose your own process for meeting your job’s deliverables.   If you implement your strengths into your role, you’ll notice a difference in your job satisfaction. And hopefully, this will help you tolerate,  or maybe even learn to love  your current job.