Getting to Know You.... Also

Blog - Getting to Know You (Vision)

Picture of Ricardo Vega Certified Perceptual Style Guide at Your Talent Advantage

This is my third blog in a series of six discussing the challenge of finding and mentoring the right people for our organizations. The interview process is a combination of art and science and often comes down to our gut feeling about someone.  The long-drawn-out question and answer process of interviews can be tedious, and it can also leave you with inconclusive results.  I discussed my views on this subject in a blog titled “Getting to Know You…” published this past May as well as in the blog titled “Getting to Know You too..” published this past July. 

In this blog, I would like to propose that if our third candidate would introduce themselves as follows, we would be able to better determine the impact that this candidate would have on our team:

"Hello, my name is Ricardo “V” Vega. I’d like to share some detailed information about myself. I've organized it into categories that I believe will interest you:

  • Environments where I thrive are those offering high levels of stimulation and change as I thrive when involved in challenges and crises. 

  • I value the future.  I have a keen perception of what could be, rather than what it is, and I anticipate and make provisions for the future instinctively before a clear direction unfolds.

  • I prefer learning from an intuitive experience of reality and grasp the big picture from fragmentary information.

  • I am a dramatic and persuasive Communicator who paints pictures with words so skillfully that others experience the intensity of the images.  I am also an excellent extemporaneous speaker who will speak on any subject and enjoy any opportunity to express my ideas.

  • I experience change as inevitable and desirable as I believe that new opportunities and advantages only arise when things change.  I function as an initiator of constructive change in order to discover new possibilities and leverage the unexpected.

  • I am motivated by the opportunity to influence the direction of events and the lives of the people around me.  I like to take action to move things forward toward my vision of the future as I experience myself as catalyst and problem solver. 

  • I believe conflict is a natural and expected part of life.  I know that unresolved conflict can drain energy and commitment, but if used properly, conflict can be another tool at my disposal.  Therefore, I do not shy away from conflict, but engage it strategically in order to get the issues “out on the table” and to use the process of resolution as another means to influence outcome.

  • I am a stimulating and creative team member, who energizes and catalyzes a team into action.  I value the expression of individual differences, and praise and recognize team member contribution and development. 

  • As a manager, I am an involved and dynamic manager who inspires others with broad images of the future.  I am zealous and therefore infuse others with optimism, loyalty, and a sense of being part of something vibrant and important.

  • As a leader, I am a dynamic, energetic, risk taker who inspires, encourages, and motivates followers with my optimistic commitment to a long-range vision.  I view failure of a direction, activity, or idea as a temporary setback.

  • I persuade using the conviction of my beliefs and my ability to relate at a personal level to convince others.  Intuitively, I adjust my approach and demeanor on the fly in response to the reactions I receive.

With this kind of information, it's so much easier to have a conversation with a new employee to hone in on the strengths that complement the team and help the employee settle into a role where they can be a valuable contributor. 

Conversely, when someone is seeking employment, understanding their strengths will allow the interviewer and the interviewee to ask pointed questions during the interview to ensure that both of you are getting a candidate and a job that will utilize the candidate’s strengths to the fullest.

For example, given what we just read about Ricardo “V” Vega, this candidate is what may be called a “visionary”, a person with bold new ideas who thrives in dynamic/evolving environments who functions as an initiator of constructive change in order to discover new possibilities and leverage the unexpected.  This candidate would not be very happy or productive in a “maintenance only” environment where there they cannot initiate change and new ideas. 

Ricardo “V” Vega and Ricardo “A” Vega (in in our May blog) would probably make a great team as Ricardo “A” Vega also thrives on change and dynamic environments where they can embrace variety, novelty, new activities and seldom needs to declare things complete or settled.

On the other hand, someone like Ricardo “M” Vega (in my July blog) probably will not be happy working in a chaotic environment with constant change, where roles and responsibilities are fluid, or where measurable progress and results are hard to find.  It is important to keep in mind that Ricardo “M” Vega does have the optimum skills that will allow for the development of effective processes and procedures to ensure the successful implementation of the chaotic changes.

From a management perspective, these three individuals would provide your company or team with all of the skills necessary to; drum-up new opportunities (Ricardo “V” Vega), develop business cases for these opportunities (Ricardo “A” Vega) and formalize and organized an orderly implementation (Ricardo “M” Vega).

As an employer, as you compare the skills that each person brings to the table, it would be so much easier to identify positions within your organization where person fits best when you understand their skills and talents.  And as a job applicant, knowing your own strengths and where you shine allows you to understand where your skills would fit within an organization instead of settling for a role that will give you little personal satisfaction.

The scientifically-backed approach to obtain this information is Your Perceptual Style.  Knowing your strengths and the strengths of those you work with makes all the difference in being happy and successful at work.

Check out our tools for Managers and Coaches, as well as our Career Blueprint.  You’ll be glad you did!

Please share your thoughts on this topic in the comment section below.

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About Ricardo Vega

Ricardo Vega is the Director of Operations at Vega Behavioral Consulting, Ltd. and a certified Perceptual Style Guide. He has over 40 years of experience in technology, product and project delivery, disaster recovery, and team coaching. He specializes in helping entrepreneurs and teams with Product Planning & Delivery, Team Building, and Change Administration.  For more information, visit

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