Priyanka Erripothu

Pearl Diving: Let’s Get Started: Building Self Awareness

We all get confused to differentiate between states and traits. Most of the time we make overly
general statements about ourselves or another person, in this process, we try to misstate or
misrepresent facts and portray very little useful information. For example, my manager retorted,
“Priyanka is charming”, he was referring to me being polite and likable. My colleagues from work
remarked that “Priyanka is not a very friendly person”. They were referring to the fact that I am not
an outgoing and social person. Here both the scenarios are generalizing. Both statements contradict
because of not mentioning the facts. I cannot be both charming and boring at the same time. One
with a characteristic trait of charming, depending on the situation can be boring which is their state
for that moment.
We all have different strengths and weaknesses that make us good and bad by how we do. We all
have different talents and skills that make us good at what we do. Strength defines our quality and
skill defines our capacity. Strengths, traits, and skills are all the factors that lead to success.
However, when someone asks us what our strengths and weaknesses are, we focus on skills. We
don’t focus on traits. Skills are something we attain by learning; traits are something we have and
use to do our best. Strengths should be based on both skills and traits. VIA and Strength Profile
self–assessments are taken as a part of ENCE665. VIA is a trait-based model and Strength Profile is
a skill-based model, both these assessments talk about strength-based management that is associated
with improving performance.

1. What are the differences between states and traits?

Traits and states are among the most discussed and debated topics. Traits are enduring, stable
proneness to behave in a certain way, they are part of the person. States are short-lived, inner
entities that can be inferred or practiced from observed actions and style. They are the most
important aspects of personality studies and research. Traits and states are the concepts that are
generally used to illustrate and understand themselves and others. I am a confident person; I am
pretty confident about my decision lies the difference between trait and state. I am a confident
person, referring to me being bold and courageous. I am not very confident, referring to the
decision made in a situation. This is where we fail to differentiate between traits and states if
facts are not stated.
Priyanka Erripothu

Traits States

Traits are characteristic patterns of States are charectistic patterns of

thinking, feeling, and behaving of thinking, feeling, and behaving in a
individuals that remain stable across particular situation at a
time. certainmoment in time.

Trait is regarded as a part of State is regarded as a temporary

individuals personality, considered as condition that a person experiences
being a characteristic, attribute and for a short span and returns to
nature of an individual another on change of conditions.
Priyanka Erripothu

Traits States

States vary with time based on the

Traits do not vary with time
situation a person encounters.

States are not influenced by genes

Traits are strongly genetic and and are highly changeable from
unchangeable. They are enduring. moment to moment. They are
temporary.

States are situational, produce

Traits are constant across situations,
drastic change is behavior from
produce certain behavior, and true
moment to moment, and do not
across cultures
depend on the cultural background.

States are acknowledged as a part of

Traits are acknowledged as part of
environment or situation, not a part
the person and not the environment
of person.

Trait is a magnitude, continuous and States are not measurable and

measurable characteristics, it differs continuous, they differ from
from person to person. situation to situation.

States can be cantegorized as

Traits cannot be categorized as
something people have or lack based
something that people have or lack
on the situation and time.

States help people identify their

Traits help people to predict their
behavior and employ them based on
present behavior from past.
situation.

(Review, 2018) (Schmitt & Blum, 2020) (Lazarus, 2017) (Chaplin, John, & Goldberg, 1988)
(Davis, Let's Get Started: Building Self Awareness, 2022) (Whetten, 2020)
Priyanka Erripothu

2. What are the differences between strengths (in the context of this course) and skills?

Five years ago, it was my 1st interview as an undergraduate student. As a part of the interview,
the interviewer asked me what my strengths and weaknesses were. I replied, creative problem
solving, supportive communication, stress, and time management. His immediate response was,
“I did not ask you what you can do or what you have done, I asked what you are good at and
what you enjoy doing”. I could not clear the interview. Until then, I never knew the difference
between strengths and skills. That interview changed a lot of things for me. During my 2 nd
interview I was asked the same question, and this time my response was, “My strengths are
critical thinking, self- confidence, and the ability to work under stress. I cleared the interview
and got the job. I realized how different strengths and skills are, and how both are connected to
each other.

On one hand, Character strengths emerge from our strongly held values and are how our values
are manifest (Whetten, 2020). Strengths are the naturally posed attributes. These are the
attributes that are of most importance and represent the outcomes of our behavior. Strength is
the ability to provide consistent, near-perfect performance in each activity (Clifton & Hodges,
2004). On the other hand, skills are something that we can learn and master through practice
and repetition. Skills are of two types: hard skills and soft skills. Hard skills are all about
technical skills and soft skills are the behavior skills, which are changeable and measurable
(Whetten, 2020).

Strengths Skills

Strengths emerge from our values, and

Skills are attained by learning, and they
the means by which our values are
add value to our performance and output.
evident.

Strengths are something that we are

Skills are abilities that add value and are
naturally good at, it does not have to be
measurable.
learnt.

Strengths are what we are good at and Skills talk about what we can do and
what we enjoy doing. what we have done.

As apart of ENCE665 we use VIA

As apart of ENCE665 we use PAMS to
Character Strength and Strength Profile
analyze our skills.
to assess our strengths.

Strengths are reflected in our behavior,

Skills can be observed, invloves other
feelings and actions, they are embedded
people and need cognitive work.
in our personality.
Priyanka Erripothu

(Whetten, 2020) (Grenny, Patterson, Switzler, & McmiIllan, 2011) (Abintegro, 2018), (Davis,
Let’s Get Strong: strengths-based Management, 2022)
3. What similarities and differences did you observe between your results on these two self-
assessments?

1. Although VIA character strength and Strength profile are both assessments that help us
identify our strengths, they have their differences as well. VIA defines character strengths as
positive aspects of a person that are trait-like or stable over time (Smidt, VIA strength
assessment tool, 2016). Strength’s profile classifies one’s strength based on how often one
uses it, how good that person is in using that strength, and how draining or fulfilling usage
of that strength is (Smidt, 2015). My results for both these assessments show similarities as
well as differences.

2. Strength’s profile assessment classifies Humility as my realized strength, meaning that I am

often humble, being humble is energizing and fulfilling for me, and I am good at it. VIA
character strengths assessment on the other hand ranks Modesty and Humility in 21 st
position, meaning it is not one of my signature strengths. VIA also ranks Forgiveness,
Prudence, and Self-regulation (Strengths of Temperance Classification) not as my signature
strengths. In introspection, I believe I am a modest person who does not like to talk about
my achievements. Apart from feedback from my peers corroborating this, there have been
instances from my previous work which showed this. I used to enjoy doing my work as an
engineer not because I wanted praise or appreciation, but merely for the satisfaction of doing
it. Whenever I propose a new idea or plan, it was always my superior who presented the idea
to everyone and often took credit for it. Based on this, I would say that Humility is one of
my strengths.

3. Another difference in the assessment results of VIA character strengths and Strength’s
profile is in terms of Curiosity. Strength’s profile classifies it as a realized strength whereas
VIA ranks it in the 20th position. As far as I can remember, I have been a curious child.
From trying to dismantle the electronic items at home to doing a term project on
environmental engineering which is unrelated to my majors, I have constantly demonstrated
my eagerness to know and learn about anything. From my self-understanding, I would say
the Strength’s profile gives a more accurate result in terms of curiosity.

4. Surprisingly, strength s profile indicates that self-awareness is one of my unrealized

strengths. The fact that this contradicts VIA character strength assessment which ranks self-
control and self-regulation in 22nd position, and my previous PAMS and Self-awareness
assessment which indicated I have low self-understanding, makes this more interesting.
Strength’s profile classifies Emotional Awareness as an unrealized strength. This is also in
contradiction with the VIA character strength assessment which ranked Social Intelligence
in the 23rd position which says it is one of my weak traits. My previous assessments on
PAMS and self-awareness indicated that I have a low understanding on myself as well as
others’ emotions. In fact, one of my SMART goals is directly intended to improve my self-
awareness. Here, I believe the VIA character strengths have correctly identified them as
weak strengths.

5. On several occasions, my peers have commended me on my courage and braveness. I

believe I got this from my mom. Having lost my dad at a young age, I grew up seeing my
mom managing a family of five alone with so much courage. This was why I chose civil
Priyanka Erripothu

engineering for my major in bachelors even when several people discouraged me from it
because of its opportunities. I chose that because I enjoyed the field and was brave enough
to face any risks that may come. The strengths profile assessment characterizes Courage as a
learned behavior. This means that it is not an inherent trait for me and that I have developed
this strength because of necessity. This also means that although I am good at showing
Courage, it is de-energizing for me, and I need to use it moderately. But the VIA character
strength assessment ranks bravery and valor in the 4th position for me indicating it is a strong
trait. I believe it is more of a realized strength for me as VIA character strength assessment
shows than a learned behavior.

6. Apart from the differences, both the assessments have similarities as well. I have always
realized that Humor was never my strength. VIA character strengths and Strengths profile
were able to identify this from my responses to the prompt. Equality is another strength that
Strength’s profile classified as realized strength and VIA ranked it 6th. I never realized that
fairness and equal treatment was a trait I had. In introspection, I do not make hasty
judgments on people based on what I know. Instead, I try to give everyone a chance by
giving them equal treatment. Strength’s profile also indicates that Detail is one of my
unrealized strengths. Similarly, VIA character strengths rank critical thinking and open-
mindedness in the 5th position. Both these strengths indicate my ability to find mistakes in
detail and think critically about anything. My cognitive style assessment also indicated that I
have moderate levels of critical thinking which corroborates these results.

4. How might you use your strengths (choose either strengths assessment) to attain your SMART
goals this semester?  Be specific.  Include a summary of your SMART goals in this brief
discussion.

My top 5 SMART goals for this semester:

Current Target Duration

Goal Title SMART Goal (months)
Score Score
3
Building Self- Build my Self- Awareness skills from 23/30
Awareness 23 25 (2nd quartile) to 25/30 (3rd quartile) in the next
3 months, by 15th May 2022

Improve my stress management skills from 3

Managing 27/36 (3rd quartile) to 32/36 (4th quartile) in
27 32
Stress the next 3 months, by 15th May 2022
3
Improve my solving problem skills from
Solving
57/72 (3rd quartile) to 64/72 (4th quartile) in
Problems 57 60
the next 3 months, by 15th May 2022
Creatively
Building Effective Enhance my Effective teams and teamwork 4
Teams & building skills from 46/60 (2nd quartile) to
46 48
Teamwork 48/60 (3rd quartile) in the next 4 months, by
15th June 2022
Priyanka Erripothu

Improve my Leading positive change skills 4

Leading
from 36/48 (2nd quartile) to 39/48 (3rd
positive 36 40
quartile) in the next 4 months, by 15 th June
change
2022

My PAMS results show both my strong skills and weak skills. My “Big Why” arises from the
need of a manager to know how to efficiently use the company’s most important resource, the
people. Keeping in my mind my “Big Why” and “Where I stand in my career”, I have decided
to improve the skills that I stand in low quartile at the same time maintain my proficiency in the
skills where I am in the high quartile. I always thought I was quite self-aware, but My PAMS
results (2nd quartile with a score of 23/30 in self-awareness) contradicted my beliefs. Several
studies show that people are more successful in their companies because of soft skills. Of these
results 73% related to Emotional Intelligence and 27% related to IQ (Rechtfertig, 2010). To be a
successful in a PM career, we should be able to control our emotions and develop self-
awareness. This is the driving force to set my 1 st SMART Goal to build my Self- Awareness
skills from 23/30 (2nd quartile) to 25/30 (3rd quartile) in the next 3 months, by 15 th May 2022. I
haven’t got it yet, stress management. Stress is unavoidable (Davis, Module #2: Time, Stress
and Energy Management, 2019). Research shows that project professionals are under
continuous stress and that is what reduces their productivity (Cheung, Cattell, Bowen, & Davis,
2019). If this left unaddressed, it could lead to depression and anxiety in us. It is very important
to have work-life balance, this is the driving force for me to set my SMART Goal to improve
my stress management skills from 27/36 (3 rd quartile) to 32/36 (4th quartile) in the next 3
months, by 15th May 2022. According to my PAMS results, I stand in 3rd quartile with 57/72 in
solving problems creatively skill. My 3rd SMART Goal is to improve my solving problem skills
from 57/72 (3rd quartile) to 64/72 (4th quartile) in the next 3 months, by 15th May 2022. I stand in
the 2nd quartile for effective team building and teamwork in PAMS assessment (Score 46).
Although this skill is not of utmost importance at this point of time, it is an essential skill for the
career progression of a PM. I set my 4th SMART Goal to Enhance my Effective teams and
teamwork building skills from 46/60 (2nd quartile) to 48/60 (3rd quartile) in the next 4 months,
by 15th June 2022. I stand in the 2nd quartile for leading positive change in PAMS assessment
(Score 36). As a student starting my career in project management, the amount of formal power
assigned to me at my early stages will be limited. Learning how to positively influence the
stakeholders when there is limited formal power assigned is a part of the skill leading positive
change (Bordelon, 2004). Therefore, I set to improve my Leading positive change skills from
36/48 (2nd quartile) to 39/48 (3rd quartile) in the next 4 months, by 15 th June 2022 as my 5th
SMART Goal.
Are skills and traits unique or interchangeable? Why are skills and traits always used together?
Skills and traits are poles apart. On whole, we are born with traits, and we continue to develop
these throughout our lives. Skills are mainstream tasks that we learn throughout our lives
(Echtelt, 2020). However, there is a connection between skills and traits, the length to which we
can whet and excel our skills depends on the inherent and untaught hidden traits. Strengths are
defined as the traits or skills that are considered positive. It allows a person to see themselves at
their best to see their own value. This value helps them to move forward and capitalize their
strengths by not focusing on negative aspects (Stoerkel, 2022). Using strengths is powerful and
beneficial (Davis, Let’s Get Strong: strengths-based Management, 2022). We should work on
playing our strengths, our top traits, to succeed (Kuftinec, 2013).
VIA character strengths are positive traits/capacities that are personally fulfilling, do not
diminish others, ubiquitous and valued across cultures, and aligned with numerous positive
Priyanka Erripothu

outcomes for oneself and other. Our top strengths shown in VIA report come naturally and
effortlessly and allow you to authentically engage in life experiences.

1. Honesty: My top strength in VIA Character Strengths Report

Honesty is a trait that shows decisive and ethical actions. It helps me to be the “real me”
(Strength, 2022). My 1st SMART Goal is to build my Self- Awareness skills from 23/30
(2nd quartile) to 25/30 (3rd quartile) in the next 3 months, by 15th May 2022. I set to
improve my Leading positive change skills from 36/48 (2nd quartile) to 39/48 (3rd quartile)
in the next 4 months, by 15th June 2022 as my 5th SMART Goal. Critical feedback would
offend me often instead of me taking it as a way for improvement. I attribute this to the
absence of my self-disclosure in trusting conversations at work. Being honest will help me
focus on external feedback for self-understanding. Honesty being my strength, will help me
in self-disclosure, to learn to receive constructive feedback, evaluate and verify them by
looking into myself and find ways of improvement. As mentioned earlier, as a student
starting my career in project management, the amount of formal power assigned to me at my
early stages will be limited. Learning how to positively influence the stakeholders when
there is limited formal power assigned is a part of the skill leading positive change
(Bordelon, 2004). For example, if an employee is responsible for the failure in design and
blames it on others, as an honest person I can help them to take the right route by taking
responsibility, it also helps me to correct my team when they take up negative action.
Honesty will help me reach my SMART Goal by using the power of persuasion and
influencing to bring about a positive change.

2. Gratitude: My 3rd Strength in VIA Character Strength Report

Gratitude is a spontaneous feeling, it is the expression for what one has, recognition of
others value and being thankful. According to various reports, being grateful boosts once
happiness and stimulates once physical and mental well-being (Today, 2019). My 2nd
SMART Goal to improve my stress management skills from 27/36 (3rd quartile) to 32/36
(4th quartile) in the next 3 months, by 15th May 2022. I set my 4th SMART Goal to
Enhance my Effective teams and teamwork building skills from 46/60 (2nd quartile) to
48/60 (3rd quartile) in the next 4 months, by 15th June 2022. Stress disturbs the balance
between our mental and emotional health. Stress adversely affects our performance in each
stage of our career. Gratitude helps us to see the positive side in our life and focus less on
the negative side and impact. Gratitude helps us to feel less pain, experience healthier and
stronger relationships, and to do better both in personal and professional life. Gratitude
being my strength, helps me to focus more on positive emotions and life control. This will
help me to access my imperfections, feel capable of performing in stressful situations and
feel emotionally stable, it will be the driving force to assist me in reaching my SMART
Goal. “Before trying to be a master of others, be sure you are the master of yourself” (Hill,
1992). My 4th SMART Goal is all about building my team and teamwork. Everyone loves
to be appreciated. Gratitude helps me to recognize my team, which has a positive outcome
on the team and team success. Gratitude will help me to form strong bonds and connections
with my team members.

3. Judgement, critical thinking, and open-mindedness: My 5th Strength in VIA Character

Strength Report
Priyanka Erripothu

Judgement, critical thinking, and open-mindedness will help to have a growth-mindset,

think through things, and examine them considering feedback and land on conclusions.
Standing at this point of my career, to stand-out, adapt to constant growing world and to be
an asset to the business, it is very important to development my creative problem-solving
skills. My 3rd SMART Goal is to improve my solving problem skills from 57/72 (3rd
quartile) to 64/72 (4th quartile) in the next 3 months, by 15th May 2022. My 1st SMART
Goal is to build my Self- Awareness skills from 23/30 (2nd quartile) to 25/30 (3rd quartile)
in the next 3 months, by 15th May 2022. Critical thinking is one of the most in-demand skill
for job candidates. Judgement and critical thinking being my strength will help me to
improve my creative problem-solving skills. Having an open mindset will help me have a
growth mindset, will avoid me from crossing my sensitive line and will not let me engage in
threat rigidity response (Davis, Let's Get Started: Building Self Awareness, 2022). This will
give me an opportunity to accept honest feedbacks and implement them for development of
my self-awareness. My strengths judgement, critical thinking, and open-mindedness will act
as a strong base to achieve my 1st and 3rd SMART Goals.

4. Kindness, generosity, fairness, equity, and justice: My 2nd and 6th Strengths in VIA
Character Strength Report
The traits align more with honesty but are in line with use and practice of strong morals.
These traits help to promote a professional culture and environment, form strong bonds of
trust, depend on each other forming a good team, and treat each other with respect and
kindness (Strength, 2022). My 4th and 5th SMART Goals are related to improving my
group skills. My 4th SMART Goal is to enhance my Effective teams and teamwork building
skills from 46/60 (2nd quartile) to 48/60 (3rd quartile) in the next 4 months, by 15th June
2022 and My 5th SMART Goal to improve my Leading positive change skills from 36/48
(2nd quartile) to 39/48 (3rd quartile) in the next 4 months, by 15th June 2022. The above-
mentioned strengths will help and make my journey easy to reach my SMART Goals.
Priyanka Erripothu

Bibliography
Abintegro. (2018). Strengths vs Skills. Retrieved from Careers at University of Reading:
https://blogs.reading.ac.uk/careers/strengths-vs-skills/

Bordelon, J. (2004). Be a Positive PM Change Agent. Change Management, Strategy, Leadership,

Stakeholder Engagement. Project Management Institute.

Chaplin, W., John, O., & Goldberg, L. (1988). Conceptions of States and Traits: Dimensional
Attributes With Ideals as Prototypes. Journal of Personality and Social Psychology, 541-
557.

Cheung, C., Cattell, K., Bowen, P., & Davis, J. (2019). The well-being of project professionals.
Association for Project Management.

Clifton, D., & Hodges, T. (2004). Strengths-Based Development in Practice. Positive psychology in
practice, 256-268.

Davis, J. (2019). Module #2: Time, Stress and Energy Management.

Davis, J. (2022). Let’s Get Strong: strengths-based Management.

Davis, J. (2022). Let's Get Started: Building Self Awareness. Retrieved from edX videos:
https://www.edx.org/search?q=LET%27S%20GET%20STARTED%3A%20BUILDING
%20SELF-AWARENESS (Links to an external site.)

Echtelt, R. V. (2020). So, what’s the difference between a ‘skill’ and a ‘trait’? Retrieved from AG5
Skill Management Software: https://www.ag5.com/so-whats-the-difference-between-a-skill-
and-a-trait/

Grenny, J., Patterson, K., Switzler, A., & McmiIllan, R. (2011). Crucial Conversations: Tools for
Talking When Stakes Are High. McGraw-Hill Education.

Hill, N. (1992). Succeed and Grow Rich Through Persuasion. Signet.

Kuftinec, L. (2013). TRAITS VS. SKILLS: DO YOU KNOW THE DIFFERENCE? Retrieved from
USANA: https://whatsupusana.com/2013/03/traits-vs-skills-do-you-know-the-difference/
Priyanka Erripothu

Lazarus, C. (2017). Do You Confuse People's "States" With Their "Traits?". Retrieved from
Psyhcology today: https://www.psychologytoday.com/us/blog/think-well/201710/do-you-
confuse-peoples-states-their-traits

Rechtfertig, G. (2010). Emotional intelligence and key principles to increase your capacity to
succeed. PMI® Global Congress. PMI.

Review, O. (2018, Oct 25). What is the difference between a trait and a state. Retrieved from
YouTube: https://www.youtube.com/watch?v=n4b_Mj7GndQ&t=72s

Schmitt , M., & Blum, G. (2020). State/Trait Interactions. Encyclopedia of Personality and
Individual Differences, pp. 173-194.
Smidt, M. (2015). Strengths Profile (ex-R2) – strengths assessment tool. Retrieved from Trainers
Toolbox: https://www.trainers-toolbox.com/strengths-profile-ex-r2-strengths-assessment-
tool/
Smidt, M. (2016). VIA strength assessment tool. Retrieved from Trainers Toolbox:
https://www.trainers-toolbox.com/via-strengths-assessment-tool/
Stoerkel, E. (2022). What is a Strength-Based Approach? (Incl. Activities and Examples). Retrieved
from Positive Psychology: https://positivepsychology.com/strengths-based-interventions/
Strength, V. C. (2022). Assessment Results. VIA Character Strength.
Today, P. (2019). Gratitude. Retrieved from Pyschology Today:
https://www.psychologytoday.com/us/basics/gratitude
Whetten, D. (2020). Developing Management Skills. Pearson.