Being afflicted with one or more "Achilles' heels" is not a death sentence -- unless Jan does nothing more than allow herself to be brought down by it. Companies do not hire executive coaches (like us) to simply hold the hands of their key executives as they self-destruct. They want them to change, and they can and do change -- and so can Jan. Awareness of a problem is the first step to fixing it, and so, for Jan, her heightened awareness of her "Spock-like" tendencies means that, unlike Achilles, she will go into corporate battle with more awareness of her potential weakness.

For actual correction of the problems, Jan would first refer to the Interpretive Guide for the Management and Professional Abilities Profile™, where there is a section on how to build up areas of weakness. Another option is to try is to identify a specific image or experience that captures the essence of the problem, and use that as a "compass" of sorts to guide you. Jan may recollect some feedback from a mentor or manager, pointing out that, while the quality of her work is outstanding, she needs to learn how to "sell" her work to her coworkers as well -- that an essential part of any work she does is to get "buy-in" from her professional colleagues.

Another is to make certain that you take advantage of both elements of personal change/action and reflection. Busy professionals tend to prefer the former and short change themselves on the latter. First think of steps to take to change, then act on one, then reflect on that step before moving on to another. The iterative process of action and reflection is worth far more than the sum of its parts. Finally, if possible enlist the support of a mentor, coach, or confidant to help you monitor your behavior and give you feedback. With the right amount of self-awareness and motivation, even the most ingrained habits can be gradually brought under control.

Also, bear in mind that a flaw that will be fatal in one organization or role may not be in another. We emphasize the "may" because too often people think "the problem isn't me, it's the rest of the organization, they just don't understand." They then change jobs or companies, only to find that the problem followed them rather than having been left behind. So while this should be one thought, please make it your last one.

Now we want to introduce you to the CareerLeader™ Profiles, and talk a bit about what they offer.