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10 Things Type B People Want You To Understand

10 Things Type B People Want You To Understand

Type B personalities enjoy achievement, but just don’t feel the same level of stress or need to achieve. As someone who most closely identifies with Type B personality traits, others seem to think that they have it much more together than I do. Type A people can almost be too together, to the point where they cannot handle any contingency. What many people don’t realize is Type B people do have a system of their own — one that works for them. They just work in a completely different way.

Here are a few things to note about Type B people:

1. They’re laid back, not lazy

Type B personalities won’t be found taking copious notes during a class or meeting. They’re just not bothered if they don’t get all the information they need right away. They know that there will be many opportunities to get what’s needed before a big presentation or deadline, and they’re confident in their ability to get things done. While it may seem lazy or unprofessional to show up to a meeting without a pen and pad in hand, they simply take in information differently, and are able to discriminate between necessary and extraneous details on-the-fly. They analyze as they go and don’t get overwhelmed — which is precisely why they appear so laid back.

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2. They prioritize differently

Type B personalities take in information differently. They listen to what’s being said and keep the most important points. The same goes for other aspects of life. They don’t need to clear out their email inbox every day. Their desk might look like a complete disaster, but they know where everything is without having to file it. Simply put, if Type B personalities were to organize their lives according to how a Type A person would have it, they might find themselves lost in a sea of orderliness.

3. They’re just not as bothered by certain things

While some people simply could not get to work if their desk was a complete mess, Type B people don’t let it bother them. They know they may need to clean up a bit, but they also know there will time for that later. They can separate tasks and focus on one thing at a time. They aren’t thinking about walking the dog or washing the car when they sit down to work. They know it’ll get done, and aren’t bothered by how long it will take to do so.

4. They’re quiet planners

Type B personalities don’t feel like they need to have immediate answers. In fact, they know that solving problems under undue stress will likely lead to failure. Yes, they understand how big the problem is. However, they also understand that it’s not the end of the world. No matter what the situation may be, they’ll figure it out if given adequate time and space. Just because they’re not freaking out doesn’t mean they don’t care; they just understand that freaking out will get them nowhere but running in circles.

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5. They work smarter, not harder

Honestly, it cracks me up hearing people talk about pulling all-nighters to study or meet some sort of deadline. While others scramble to the last minute, Type B individuals are the ones sitting back, ready to hand in the project without all the stress. They don’t have extra time to work on it, they just find the most effective way to go about their work. They don’t get as overwhelmed, meaning they don’t spend precious time wondering how to go about completing something. They just use the most optimal resources available to get the job done.

6. They have their own methods of being organized

Why does it matter if their files aren’t in alphabetical order? Yes, in the long run it might help in some way, but the time spent organizing all of that paperwork is time that could have been spent actually using the paperwork. Think of it this way: If I consciously remember where I put all my important information, even if it’s “disorganized,” I’ll always know where it is.

7. They don’t dwell on problems

Type B personalities know they will find a solution to the problem at hand when they have time to think about it. Then, they can move on to another issue without getting stuck on the former. This may be why they can seem to be lazy or to avoid issues. They simply file it in their minds to be brought up at a more convenient time.

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8. They know when a battle can’t be won

Type B personalities understand when they’re fighting a losing battle. Although they often march to the beat of their own drum, they also know that sometimes it’s worth it to fall in line and complete a task the way the boss wants it done. Of course, this goes back to prioritizing; if it’s something worth fighting for, they’ll fight for it. If not, they just let it go — cue the Disney song.

9. They’re sensitive, too

All the griping they hear about how “lazy” and “disorganized” they are just shows how little others pay attention to them. Okay, if I’m lazy and disorganized, and still managed to get my work done on time, what’s that say about you? Type A people at work can be awe-inspiring. I know I could never commit to being that organized, and would never be able to produce efficiently if I was that high-strung. On the other hand, some Type A people tend to look down on Type B personalities without taking a closer look at what they’ve accomplished.

10. They’re happy just the way they are

I know when I get home from a hard day’s work, I leave the work at work. It’s done until the next day. That doesn’t mean that Type B people blow off work when it needs to be done — they’ll put in the extra hours if the need arises. They don’t waste time with worrying when they should be focussing on time with friends, family, and all the other important aspects of life — and they wouldn’t have it any other way.

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Featured photo credit: Flickr via farm4.staticflickr.com

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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