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<ul class="summary-list"><li>To get promoted, find a way to solve your manager's problems, set goals, and stay relevant.</li><li>That's the advice of <keyword id="13416376" type="UNKNOWN" weightage="60" keywordseo="ann-hiatt" source="Orion">Ann Hiatt</keyword>, who worked for <keyword id="11908741" type="UNKNOWN" weightage="60" keywordseo="jeff-bezos" source="Orion">Jeff Bezos</keyword> and former Google CEO <keyword id="12122494" type="UNKNOWN" weightage="60" keywordseo="eric-schmidt" source="Orion">Eric Schmidt</keyword>.</li></ul>If you want to be considered for <keyword id="12336916" type="UNKNOWN" weightage="60" keywordseo="promotion" source="Orion">promotion</keyword>, you should "look for a way to solve your manager's problems," Ann Hiatt, an executive coach and former assistant to Jeff Bezos told Insider — it's part of her three-step advice for climbing the <keyword id="11894132" type="UNKNOWN" weightage="100" keywordseo="careers" source="Orion">careers</keyword> ladder. Hiatt was hired by <a href="https://www.businessinsider.com/jeff-bezos-assistant-amazon-management-style-relentless-as-boss-leadership-2022-3">Jeff Bezos' executive assistant in 2002</a>. She later spent 12 years at Google, first <a href="https://www.businessinsider.com/career-advice-jeff-bezos-marissa-mayer-eric-schmidt-ann-hiatt-2022-2">working alongside Marissa Mayer before being promoted to chief of staff under then CEO Eric Schmidt</a>. Since 2018, she's been an executive coach. In her memoir "Bet on Yourself," <a href="https://www.businessinsider.com/common-traits-billionaire-ceos-jeff-bezos-former-exec-assistant-coach-2022-3">she distils some of her lessons from working alongside billionaire CEOs</a>. <h2>Why do you want to get promoted?</h2>When she's asked for her advice about securing a promotion, Hiatt says she refers to the "Win, Win, Win" method, something she picked up from working with other CEOs.The first step is to look at your goals and what you want to achieve. "Always start with 'what do I want to learn next in my career?'," Hiatt told Insider. "'What expertise do I want to be known for?' What teams do I want to be leading?' 'What stages do I want to be standing on?' — whatever that looks like," she said. Then look for opportunities to help solve your manager's problems in ways that help you fulfil some of your own goals, Hiatt said. Perhaps your manager has taken on too many appointments and needs to delegate, or is too busy to fulfil a speaking opportunity they've been invited to. Put yourself forward to help, Hiatt said. "That often involves volunteering for things that are outside of your traditional job description and or team," she added.Another important consideration at this point, according to Hiatt, is to <a href="https://www.businessinsider.com/career-advice-jeff-bezos-marissa-mayer-eric-schmidt-ann-hiatt-2022-2">ask yourself what type of leader do you want to become?</a> Not every manager is worthy of replicating, she said. <h2>How can you stay relevant?</h2>The final stage of the process is about "future-proofing" your career, Hiatt said.Make sure what you're helping your manager with is solving a core need of the company. Otherwise, you can accidentally veer yourself into a skillset or area that is at risk of getting cut. "If you're not consistently stretching the boundaries of your expertise, you are primed for disruption — you're the one who's going to be laid off or furloughed in the next crisis," Hiatt said. The best way to do this is by constantly learning new, and relevant skills, Hiatt said. If you're at a small company or live in a small town where there aren't tons of opportunities, getting involved in community projects, for example, can be a good way of learning new skills.<h2>Promotion is never guaranteed</h2>Engineering a promotion is no simple process. Nor is it always fair. Women and people from ethnic minority backgrounds have historically faced — and continue to face — a <a href="https://www.businessinsider.com/personal-finance/glass-ceiling">"glass ceiling" as a result of unconscious biases, social factors, and sometimes downright stigmatism</a>, which has held them back compared with their white, male peers. Some companies have also historically focused on the wrong skills when promoting people, focusing, for example, on how much a salesperson sold, rather than their people skills.<a href="https://www.gallup.com/services/182138/state-american-manager.aspx?thank-you-report-form=1">Gallup,</a> the leadership consultancy, has estimated that organizations promote a candidate without adequate management skills in up to 82% of appointments. However, careers experts say it's important to be <a href="https://www.businessinsider.com/how-to-get-promoted-at-work-2018-7">intentional and plan</a> to give yourself the best chance of securing one. Part of that involves knowing what not to do. Acting like a know-it-all, staying quiet, or getting too defensive are among <a href="https://www.businessinsider.com/promotions-pitfalls-avoid-career-coaches-experts-2022-1">the habits to avoid</a>, experts say.

Jeff Bezos' former assistant has a 3 stage-process for securing a promotion. The first step involves finding a way to solve your manager's problems.

<ul class="summary-list"><li><keyword id="13416376" type="UNKNOWN" weightage="60" keywordseo="ann-hiatt" source="Orion">Ann Hiatt</keyword> was hired by <keyword id="11908741" type="UNKNOWN" weightage="60" keywordseo="jeff-bezos" source="Orion">Jeff Bezos</keyword> personally in 2002 to <keyword id="11896063" type="UNKNOWN" weightage="60" keywordseo="work" source="Orion">work</keyword> as his executive assistant. </li><li>Working for the <keyword id="11893181" type="UNKNOWN" weightage="60" keywordseo="amazon" source="Orion">Amazon</keyword> founder was "relentless" and "uncomfortable" at times, Hiatt told Insider. </li></ul>A former executive assistant to Jeff Bezos described working for him as "relentless" and "unforgiving." However, the Amazon founder also invested in people once they'd proved themselves, she said.Ann Hiatt was hired by Bezos in 2002 and spent three years doing everything from organizing his schedule to booking helicopter flights. She later moved to <keyword id="11892740" type="UNKNOWN" weightage="60" keywordseo="google" source="Orion">Google</keyword> where she was assistant to rising executive <keyword id="12032055" type="UNKNOWN" weightage="60" keywordseo="marissa-mayer" source="Orion">Marissa Mayer</keyword>, and <a href="https://www.businessinsider.com/career-advice-jeff-bezos-marissa-mayer-eric-schmidt-ann-hiatt-2022-2">chief-of -staff to then-CEO Eric Schmidt</a>. Hiatt is now an executive coach and has written a book about her experience assisting the leaders of Big Tech. <a href="https://www.businessinsider.com/jeff-bezos-elevators-flights-steps-without-sweating-2021-7">Working for the Amazon founder-</a>turned-<a href="https://www.businessinsider.com/elon-musk-jeff-bezos-branson-spacex-blue-origin-virgin-2021-5">space mogul</a> was "relentless," Hiatt told Insider. "That, at the core, in a single word, is who he is and who he wants his employees and his company to be."An <a href="https://www.businessinsider.com/jeff-bezos-amazon-history-facts-2017-4">obsession with customers</a> is one of the reasons hailed as driving Amazon's growth from a small online bookstore working out of Bezos' garage in 1994 to a company worth more than $1.4 trillion.<a href="https://www.businessinsider.com/amazon-was-almost-named-relentless-2014-2">Relentless</a> was also one of the names originally considered by Bezos for his e-commerce site before he settled on Amazon. The domain name Relentless.com still leads to Amazon's website. But the company has also received criticism for its reportedly <a href="https://www.businessinsider.com/work-at-amazon-jobs-performance-reviews-hiring-firing-interviews-warehouses-delivery-drivers">ruthless approach to staff</a>, such as its stringent approach to performance management, and its close monitoring of <a href="https://www.businessinsider.com/amazon-delivery-driver-warehouse-employee-working-conditions-van-cameras-2021-3">delivery drivers</a> and staff in its <a href="https://www.businessinsider.com/amazon-employees-describe-peak-2019-2">distribution centers</a>.Hiatt said, in her experience, the environment could be "unforgiving" — but working closely with Bezos had its upsides. <div type="image" title="Ann Hiatt worked as an executive assistant for Jeff Bezos and Marissa Mayer. She was chief of staff to Eric Schmidt." height="787" width="1049" msid="90320662" hostid="261"></div>"I've known a lot of other relentless people that I would never spend 15 hours a day with," Hiatt said. When Bezos chooses to invest in an employee, "he teaches you to think like he does. To question and to envision and to demand more from yourself than anyone else would," Hiatt said. Bezos's management style is similar to his <a href="https://www.businessinsider.com/amazon-job-interview-how-to-prepare-tips-three-employees-questions-2021-10">hiring philosophy,</a> Hiatt said — "which is to hire people he has to hold back not push forward.""Once you've earned your keep, just by getting hired, the reins are off and he's going to let you hang yourself with [them] if you're going to."Bezos also "doesn't suffer fools." If he thinks you've not done your homework on something you should have, he will let you know about it, Hiatt said. But he will also turn a kernel of an idea, unwittingly presented by an employee, into a job, and prompt the person to explore it further, Hiatt said. <h2>Bezos would not take no for an answer</h2>Hiatt shared an example of when she was asked to help Bezos write his <a href="https://www.ted.com/talks/jeff_bezos_the_electricity_metaphor_for_the_web_s_future?language=en">first Ted Talk in 2003</a>. In his speech, Bezos wanted to compare the dawn of the internet to either the gold rush or the discovery of electricity. He wanted to know if there were any examples of people being scared by these moments in time.Hiatt had recently graduated from college and still had a library card, so was tasked with searching archives of old newspaper articles for examples of people being frightened by electricity.She spent all weekend searching and reported back that she couldn't find anything. Bezos would not accept her answer. "Just because you haven't found it, doesn't mean that it doesn't exist," she recalls him saying. "He just really called me to task in front of very senior people."At the time it felt like difficult feedback for an employee who had worked hard all weekend. But Hiatt then realized that Bezos was right. She couldn't possibly have covered all of the information available in two days. Eventually, she found an article.Hiatt has spent four years coaching CEOs, and previously told Insider that <a href="https://www.businessinsider.com/common-traits-billionaire-ceos-jeff-bezos-former-exec-assistant-coach-2022-3">curiosity is one of the two traits shared by billionaire CEOs like Bezos</a>. The other, she said, is resilience. The "secret sauce" that set Bezos apart from other early-internet CEOs was his management style, alongside the systems he put in place, such as <a href="https://www.businessinsider.com/what-amazon-management-principles-change-means">clear leadership principles</a> and strict instructions for crafting the perfect<a href="https://www.businessinsider.com/amazon-ceo-jeff-bezos-memo-advice-2018-4"> memo,</a> Hiatt said.This meant his decision making could be replicated, extending his influence beyond his physical presence.

Working for Jeff Bezos was relentless and unforgiving — but had upsides, according to his former executive assistant

<ul class="summary-list"><li>Ann Hiatt was executive assistant to <keyword id="11908741" type="UNKNOWN" weightage="60" keywordseo="jeff-bezos" source="Orion">Jeff Bezos</keyword> at <keyword id="11893181" type="UNKNOWN" weightage="60" keywordseo="amazon" source="Orion">Amazon</keyword> and is now an executive coach. </li><li>Billionaire <keyword id="11915157" type="UNKNOWN" weightage="60" keywordseo="ceos" source="Orion">CEOs</keyword> are resilient and ask more questions than a "normal person," she told Insider. </li></ul>Billionaire CEOs share the same two common traits, according to an executive coach who used to work with Jeff Bezos. Ann Hiatt was executive assistant to Amazon founder Jeff Bezos between 2002 to 2005. <a href="https://www.businessinsider.com/career-advice-jeff-bezos-marissa-mayer-eric-schmidt-ann-hiatt-2022-2">She then spent 12 years at Google, working with Marissa Mayer and Eric Schmidt.</a> She's now a <keyword id="11893566" type="UNKNOWN" weightage="60" keywordseo="leadership" source="Orion">leadership</keyword> coach for scale-up CEOs and is the author of "Bet on Yourself." In her years working with <a href="https://www.businessinsider.com/warren-buffett-career-advice-college-kids-find-job-career-2022-3">highly successful CEOs,</a> Hiatt said she has noticed that all of them, "without doubt," have incredible resilience. This is something they've learned through trial and error, and by bouncing back from mistakes or failures.They're also curious, she said. "They all ask a hundred more questions about something than a normal person would," Hiatt told Insider. But that doesn't make them exceptional, according to Hiatt. People often think that you need to be <a href="https://www.businessinsider.com/elon-musk-productivity-hack-daily-routine-5-minute-slots-2021-10">Elon Musk</a> or Jeff Bezos to be considered visionary or innovative, Hiatt said. However, she insists that "normal people" can learn how to be resilient and curious — and apply those lessons to their own career. Asking questions is something that people, especially those early in their career, can find hard because they worry that they'll highlight their naivete or inexperience, according to Hiatt.Hiatt said: "But then when you realize that the smartest leaders, the best leaders, do that 100 times more than normal people, give yourself permission to do that as well."Because they're curious, great thinkers "seek out weak ties as much as possible," she added.<a href="https://www.bbc.com/worklife/article/20200701-why-your-weak-tie-friendships-may-mean-more-than-you-think">"Weak ties"</a> are connections with whom you may have a shared interest or connection. They could be acquaintances or friends of friends. In a work context, they're sometimes described as people who you don't work closely with but whose work has an impact on yours. Studies have shown that weak ties are an important way of getting information <a href="https://www.businessinsider.com/career-value-of-weak-ties-2014-12">or can even lead to a step up the career ladder</a>. "I'm not talking about super hard things that can be like going to a concert where you don't know the music or having a friend who's outside of your same cultural background," Hiatt said.<h2>Resilience can be learned with practice</h2>The ability to bounce back from failure or difficulties is a skill that can be learned, although it takes practice to become comfortable with doing so, according to Hiatt.Hiatt said that she is naturally very timid but working in environments like Amazon and <keyword id="11892740" type="UNKNOWN" weightage="60" keywordseo="google" source="Orion">Google</keyword> "where this wouldn't have been tolerated" forced her to step outside of her comfort zone. Give yourself challenges and make sure you're consistently doing things you've never done before, Hiatt said.This could be as simple as putting yourself forward to do things that make you feel uncomfortable or volunteering to work with people that you don't normally work with. <h2>Billionaire CEOs think the same way as normal people — they're just bolder</h2>Having watched them behind closed doors, Hiatt said that the thought process and iteration used by figures like Bezos to approach decisions are accessible to others."<a href="https://www.businessinsider.com/jeff-bezos-blue-origin-stepping-down-amazon-ceo-space-2021-2">Jeff Bezos shooting himself into space</a> started with a crazy idea of like, 'hey, how about I buy this small property in Texas and then hire some really smart people to talk to me about space,'" Hiatt said."Yes, they're bold <a href="https://www.businessinsider.com/jeff-bezos-morning-routine-puttering-career-advice-productivity-hack-2021-12">but the iterative process is the same for them as it is for us normal people</a>. It's just they set their sights on, literally, Mars," she added.

Billionaire CEOs share 2 common traits, according to an executive coach who worked with Jeff Bezos. Here's how anyone can learn them.

<ul class="summary-list"><li>Ann Hiatt was executive assistant to <keyword id="11908741" type="UNKNOWN" weightage="60" keywordseo="jeff-bezos" source="Orion">Jeff Bezos</keyword> and <keyword id="12032055" type="UNKNOWN" weightage="60" keywordseo="marissa-mayer" source="Orion">Marissa Mayer</keyword>, and chief of staff to <keyword id="12122494" type="UNKNOWN" weightage="60" keywordseo="eric-schmidt" source="Orion">Eric Schmidt</keyword>.</li><li>In her book, Bet on Yourself, she says prioritizing who she worked with helped her career.</li></ul>For a dream career, prioritize who you work with over everything else. That's the <keyword id="11916829" type="UNKNOWN" weightage="60" keywordseo="advice" source="Orion">advice</keyword> of Ann Hiatt, who worked as an executive assistant to Jeff Bezos and Marissa Mayer, and as chief of staff to Eric Schmidt.In her 2021 book "Bet on Yourself," which features a foreword by Schmidt, Hiatt lays out the two key ways she "up-leveled" her career."First I have prioritized finding a manager who is modeling the career path I want to take and embodies the <keyword id="11893566" type="UNKNOWN" weightage="60" keywordseo="leadership" source="Orion">leadership</keyword> qualities I want to possess," she wrote. "Second, I have chosen roles that surround me with top quality people and a depth of opportunities to grow with them."<keyword id="11893181" type="UNKNOWN" weightage="60" keywordseo="amazon" source="Orion">Amazon</keyword> founder <a href="https://www.businessinsider.com/amazon-ceo-jeff-bezos-richest-man-world-career-life-story-2017-7">Bezos</a> hired Hiatt in 2002 and they worked together until 2005, when she left to study for a PhD. She joined <keyword id="11892740" type="UNKNOWN" weightage="60" keywordseo="google" source="Orion">Google</keyword> in 2006 and worked there for 12 years; first for Mayer, then a vice president and later Yahoo CEO, and second, for Schmidt, then-Google CEO. Hiatt now runs her own consultancy in which she provides coaching for CEOs.Hiatt says she was impressed by the people she met at Google, especially <a href="https://www.businessinsider.com/yahoo-marissa-mayer-rise-and-fall-2017-6">Mayer</a>, saying she knew that working for her would be hard, but that she'd learn a lot.Hiatt wrote in her book: "My next career steps have always been inspired by asking myself the key question of 'What do I want to learn in the next phase of my career?'" Without having a sense of the next leap, it's easy to limit yourself to comfortable roles that avoid stress, instead of chasing opportunities for growth, she says.Hiatt says her managers were often the key indicators of her personal growth trajectory and opportunities. In exchange, she says, it was up to her to be proactive with those opportunities and deliver results. She says she always prioritized the type of people she wanted to work for over everything else, because it would shape the kind of person and leader she wanted to be."You don't have to work for a billionaire CEO or top tech company to have this up-leveling effect from your colleagues, however you do need to be proactively cultivating it," Hiatt wrote in her book.Finding a great manager is easier said than done: <a href="https://www.businessinsider.com/marissa-mayer-biography-2013-8?op=1">Mayer herself came under fire for her management style during her stint as Yahoo CEO</a> and <a href="https://www.businessinsider.com/amazon-employees-describe-peak-2019-2">Bezos's management practices</a> at Amazon have often been <a href="https://www.businessinsider.com/amazon-warehouse-managers-pressure-email-complaint-scrutiny-metrics-2022-1">called into question</a>.While it always depends on the individual, multiple studies suggest that a good or <a href="https://www.businessinsider.com/signs-you-have-a-bad-boss-2016-2-4">bad manager</a> can have a dramatic impact on the <a href="https://www.businessinsider.com/increasing-producivity-efficiency-in-the-workplace-your-managers-job-2021-12">performance of their team.</a>In 2002, Google conducted research in a bid to <a href="https://www.businessinsider.com/google-discovered-traits-of-the-very-best-managers-2019-6">prove that managers don't matter.</a> Instead, the research inadvertently identified <a href="https://www.businessinsider.com/the-best-bosses-do-these-things-according-to-google-2019-6">10 traits that the best managers possess</a>.As well as being good communicators, <a href="https://www.businessinsider.com/signs-you-are-a-good-boss-2017-6#-including-yourself-5">good managers</a> are generally deemed to be <a href="https://www.businessinsider.com/empathy-top-pandemic-leadership-traits-2021-7">empathetic</a> and give their employees space and opportunity to grow, the research showed.

A former executive assistant to Jeff Bezos, Marissa Mayer, and Eric Schmidt says these 2 things are essential for 'up-leveling' your career

<ul class="summary-list"><li><keyword id="191583" type="PERSON" weightage="60" keywordseo="Jeff-Bezos">Jeff Bezos</keyword> refused to take elevators and ran up 14 flights of stairs every day, a former assistant told CNBC. </li><li>Jeff Bezos was like a "puppy" who "never tired," Ann Hiatt, who worked for Bezos in the early 2000s, said.</li><li>Bezos stepped down as <keyword id="18635" type="CITY" weightage="60" keywordseo="Amazon">Amazon</keyword>'s CEO after 27 years on Monday, handing over to <keyword id="742297" type="PERSON" weightage="60" keywordseo="Andy-Jassy">Andy Jassy</keyword>. </li></ul>Jeff Bezos would refuse to take elevators in Amazon's old office building, choosing instead to run up 14 flights of stairs every day to the company's floor, his former assistant told <a href="https://www.cnbc.com/2021/07/05/amazon-new-ceo-andy-jassy-takes-over-for-jeff-bezos.html">CNBC</a>.Ann Hiatt, who worked as Bezos' executive assistant from 2002 to 2005, claimed Bezos never even broke a sweat running up and down the stairs."He's like a puppy. He would do laps and he was never tired," Hiatt told CNBC. "That's Jeff. He couldn't be held back."Hiatt worked with Bezos in the 16-story Pacific Medical Center tower in <keyword id="64863" type="COMPANY" weightage="60" keywordseo="Seattle">Seattle</keyword>, a 1930s-era former military hospital that Amazon <a href="https://www.seattletimes.com/business/amazon-searches-for-big-office-digs/">occupied from 1999</a> to 2011 - Bezos was in his mid-30s at the start of that time, and his mid-40s at the end. In 2011, Amazon moved to a sprawling campus in <a href="https://www.aboutamazon.com/workplace/corporate-offices">South Lake Union</a>, Seattle.Bezos <a href="https://www.businessinsider.com/charts-show-amazons-dominance-sales-employees-stock-2021-6">stepped down as Amazon CEO</a> after 27 years on Monday, after first announcing his departure in a <a href="https://www.aboutamazon.com/news/company-news/email-from-jeff-bezos-to-employees?asc_campaign=commerce-pra&amp;asc_refurl=https%3A%2F%2Fwww.businessinsider.com%2Fjeff-bezos-to-step-down-as-amazon-ceo-2021-2&amp;asc_source=browser&amp;tag=thebusiinsi-20ebusiinsi-20">letter to employees</a> in February. He has handed <a href="https://www.businessinsider.com/andy-jassy-amazon-web-services-ceo-2021-1">over to Andy Jassy</a>, formerly chief executive of <keyword id="141088" type="COMPANY" weightage="60" keywordseo="Amazon-Web-Services">Amazon Web Services</keyword>.Hiatt <a href="https://www.nytimes.com/2021/02/03/technology/andy-jassy-amazon-ceo-jeff-bezos.html">previously told</a> the New York Times that Jassy was Bezos' "brain double" in the early 2000s, and would shadow him in meetings and help challenge his thinking. Since Bezos founded the company 1994, Amazon has grown into a<a href="https://www.bloomberg.com/profile/company/AMZN:US">$1.8 trillion dollar business</a>, employed <a href="https://www.aboutamazon.com/news/company-news/email-from-jeff-bezos-to-employees?asc_campaign=commerce-pra&amp;asc_refurl=https%3A%2F%2Fwww.businessinsider.com%2Fjeff-bezos-to-step-down-as-amazon-ceo-2021-2&amp;asc_source=browser&amp;tag=thebusiinsi-20ebusiinsi-20">1.3 million people</a>, and made Bezos the richest man in the world, with a $203 billion net worth, according to <a href="https://www.bloomberg.com/billionaires/">Bloomberg's Billionaires Index.</a>Jassy will now have to deal with <a href="https://twitter.com/AOC/status/1377011915260620806">criticism from lawmakers</a> and <a href="https://www.businessinsider.com/amazon-employees-describe-peak-2019-2">employees</a> over <a href="https://www.businessinsider.com/work-at-amazon-jobs-performance-reviews-hiring-firing-interviews-warehouses-delivery-drivers">tough working conditions.</a> Some Amazon delivery drivers <a href="https://www.businessinsider.com/amazon-drivers-say-peeing-in-bottles-common-despite-company-denials-2021-3">previously told Insider</a> that they had to urinate in bottles because their grueling schedules did not allow them enough time to go to the bathroom.Bezos said that the company needed "to do a better job" for its workers in his <a href="https://www.aboutamazon.com/news/company-news/2020-letter-to-shareholders?asc_campaign=commerce-pra&amp;asc_refurl=https%3A%2F%2Fwww.businessinsider.com%2Fjeff-bezos-defends-amazon-worker-conditions-2020-shareholder-letter-2021-4&amp;asc_source=browser&amp;linkId=116261313&amp;tag=thebusiinsi-20&amp;utm_content=2020shareholderletter&amp;utm_medium=tw&amp;utm_source=social&amp;utm_term=amznnewsrce=social&amp;utm_term=amznnews">2020 letter to shareholders</a>, after the <a href="https://www.nlrb.gov/news-outreach/news-story/nlrb-announces-results-in-amazon-election">National Labor Relations Board</a> announced in April that a <a href="https://www.aboutamazon.com/news/workplace/the-election-in-bessemer">push</a> by some Alabama employees to <a href="https://www.businessinsider.com/amazon-union-vote-fails-bessemer-alabama-warehouse-workers-2021-4">form a union</a> had failed. <a href="https://www.businessinsider.com/amazon-union-vote-fails-bessemer-alabama-warehouse-workers-2021-4"></a>

Jeff Bezos refused to take elevators in Amazon's old office and ran up 14 flights of stairs every day without breaking a sweat, his former assistant said

<ul class="summary-list"><li>German scientists studied 1,125 <keyword id="12424264" type="UNKNOWN" weightage="60" keywordseo="millionaires" source="Orion">millionaires</keyword> to identify the behavioural traits they share.</li><li>They found millionaires to be more open and conscientious but less neurotic, compared with others.</li></ul>Are self-made billionaires like Elon Musk and Mark Zuckerberg really any different than the average person, or even other rich people?Scientists in Germany say they've found the answer after studying the personality traits of more than 1,000 high-wealth people. They conclude that millionaires, particularly self-made ones, are more likely to take risks, are more open-minded, conscientious and generally more optimistic compared with non-rich people and those who inherited their wealth. However, they warn this brashness could have a negative impact on society, as rich people often yield great power. <h2>Rich people have a net worth of $1.9 million</h2>For the <a href="https://www.nature.com/articles/s41599-022-01099-3#data-availability">study</a>, published in the journal Humanities and Social Sciences Communications, researchers looked at data from the German Socio-Economic Panel, a household survey of 30,000 people. It includes a subset of wealthy individuals, as well as information about their assets and material resources.Rather than focus on income, the academics looked at a person's net worth, including stocks, assets, and businesses owned, as a more reflective measure of fortune. A person was classed as "rich" if they had a net worth of above €1 million ($1.9 million) and "non-rich" if it was below €800,000 ($870,000). Those with a net wealth between the two were excluded. Of the 23,721 individuals remaining, 1,125 were millionaires; 190 had an individual net worth of more than €5 million; 61 more than €10 million. As part of the survey, participants also completed a questionnaire assessing their character according to the Five-Factor Theory of Personality — <a href="https://www.businessinsider.com/big-five-personality-traits-2016-12">commonly referred to as the Big Five personality traits —</a> and their appetite for risk. Developed by psychologists from the Institute of Aging, the model proposes that a person's personality can be determined by five factors. Neuroticism, their tendency to be anxious or pessimistic; openness, to experiences, as well as levels of creativity and inventiveness; conscientiousness, their ability to be organised and persistent; agreeableness, their tendency to trust and work with others; and finally, extraversion, which determines how active or sociable a person is." Each individual measures somewhere on a scale between high or low levels of each, according to the model. <h2>Self-made millionaires have a higher tolerance for risk </h2>In brief, the results showed that rich people generally have higher levels of risk tolerance, openness, extraversion and consciousness, but lower levels of neuroticism and agreeableness compared with people who aren't rich. Wealth, however, was not the determining factor.When compared with people who inherited their fortune, self-made millionaires were much more willing to take risks and generally less neurotic. <h2>The findings have wider implications for society</h2>The findings have wider implications, the researchers said. With wealth comes power. Rich people have significant influence on <a href="https://www.businessinsider.com/fbi-investigating-how-classified-info-in-mar-a-lago-reports-2022-4">politics</a> and wider society. "When an important decision-maker with a high-risk tolerance implements plans that may be beneficial but are very risky, this risk-prone decision making may end up being to the detriment of the more risk-averse rest of the population," they noted in the <keyword id="11897121" type="UNKNOWN" weightage="60" keywordseo="study" source="Orion">study</keyword>. The academics also noted that the study focused explicitly on German millionaires, so could yield different conclusions if applied to different countries with different cultural mindsets. They also note that while personality profile is no automatic guarantee of economic success — factors like education, access to resources and abilities also matter — individuals who display the self-made personality traits, have a "higher chance of becoming rich." It's not the first study to find a link between the super-rich and the <keyword id="13629984" type="UNKNOWN" weightage="60" keywordseo="big-five" source="Orion">big five</keyword> personality traits. German researcher Rainer Zitelmann found that rich people tend to be less neurotic but also less agreeable, he told Insider's <a href="https://www.businessinsider.com/how-ultra-wealthy-people-score-on-personality-tests-2019-9">Taylor Nicole Rogers</a>.<a href="https://www.businessinsider.com/being-open-to-experience-is-what-sets-gifted-people-apart-2021-12">Openness</a> — particularly when it comes to creativity and curiosity — is another frequently highlighted trait shared by wealthy CEOs. Ann Hiatt, a former executive assistant to Amazon founder Jeff Bezos and Google CEO Eric Schmidt, told Insider that <a href="https://www.businessinsider.com/common-traits-billionaire-ceos-jeff-bezos-former-exec-assistant-coach-2022-3">billionaire CEOs ask questions and are resilient</a>.

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