Identifying Toxic Performers In Your Circus

I came across a list of toxic personalities compiled by Brett Blumenthal of Sheer Balance. While the list is not closely based on any personality styles inventories, it does offer several opportunities to evaluate your personal style and how it impacts the creativity, cooperation and productivity of those around you. You can also use the list to have some interesting team or group discussions about the negative influence these personalities can have on the success of your team's performance-and how to deal with them.

Granted, you need some people to keep you grounded and insure that a choice is the right one. But as you will see, too much of one of these personalities or a day filled with several of them could have you running for the door!

Get the article to see the full list, their descriptions and their toxicity, but here's a sampling:

• Manipulative Mary
• Narcissistic Nancy
• Judgmental Jims
• Dream-Killer Keiths
• Insincere Illissas
• Disrespectful Dannys
• Never Enought Nellies

Excellent Quote For A Monday

A loving person lives in a loving world.

A hostile person lives in a hostile world.

Everyone you meet is your mirror.

-Ken Keyes Jr.

Paying Performers To Quit

Imagine this. You go to work for a really progressive growing company. For the first four weeks they pay you to complete their training program. You are all set to begin your job. Now imagine that the first official communication you get from the company is the offer of a $2000 bonus to quit. What would YOU do?

This is exactly what Zappos.com does as part of its employee training program. CEO Tony Hsieh says, "It's best to know early on if an employee doesn't buy into the culture. It just makes economic sense." While their practice seems to defy logic, it really does make sense for the long term health of an organization.

The traditional wisdom over the years is that the cost to an organization to hire and train someone is about 75% of the annual salary for a blue collar job. For a knowledge worker the number starts at 125% of their salary. $2000 now seems like a small price to pay to insure the quality of your performers.

On a deeper level, one has to appreciate the confidence that Zappos.com has in its culture and the opportunities available to those who are employed by the organization. So many organizations operate from the opposite mindset-that they can't afford to lose a mediocre employee because of the void created and the unknown. It's so refreshing to see an organization so committed to improving the quality of its performance by going after the best performers and maintaining a culture that encourages them to stay. It's the heart and "sole" of creating a quality organization.

Will They Bring Your Circus Down?

There was a news report recently of a paratrooper who had a harrowing training experience. In one of his first parachute training exercises, the trainer strapped to him died of a heart attack. The soldier saw all kinds of potential dangers lurking below him-houses, power lines, etc. The solider said he was able to safely land using techniques he had seen on television and the movies. Sadly enough, one death could have created two.

It brought to mind a similar situation that happens in an organization. An employee (performer) takes unnecessary risks or improper actions. Maybe they unexpectedly leave for another job. Retirement or even death might be the reason for their departure. You or your department were depending on them to help guide things in the right direction... and now they're gone. What will you do now?

Today, before you "jump" into your lineup it might be a good idea to:

• Review the key performers in your work circus. Do you have a contingency plan in the event they were no longer there-or simply out for a period of time?
• Ask yourself, "What have I done to cross train employees so we could keep things moving in the absence of other performers?
• Reflect on your role as a "general manager of the circus," meeting the needs of others so they will remain as a strong supportive performer in your lineup.

The soldier never dreamed he would face such an uncertain situation. Thankfully, he had the ability to avoid disaster. What about you?

The Go-Giver

I recently read The Go-Giver by Bob Burg and John David Mann. I would highly recommend the book especially at this time in the world’s history. Without giving away the whole book the key "take away" for me was the important message of forgetting our self interests and putting others interest first. For me it is so easy to get caught up in my own little world and become consumed with what is happening to me and ignore those around me. The message is "Put others first and you will receive even more in return." It seems backwards but I believe it to be a correct principle.

I was told this story from a neighbor when I was growing up that illustrates this point very well. It was a cool Fall Saturday and my neighbor decided that he was going to clean out his garage. He dressed up in some old clothes (an army jacket and jeans) and pulled down all the boxes in the rafters. While going through the boxes, he found a coat that was in really good shape. After finishing with the garage, he decided to jump in his car and drive down to the homeless shelter and donate the coat. He dropped off the coat at the shelter and as he was walking back to his car someone approached him with a bag of groceries. The person said, "You really look like you need these groceries." (Remember, he had been working in the garage all day, was dirty and wearing old clothes). The person handed my neighbor the food and walked away. It so caught him off guard that he couldn't think fast enough to get the words out to explain that he was not in need. He could only think to say, "Thank you!" to the person who was now halfway down the street. He turned around, walked back to the shelter and found someone that needed the groceries. But this time as he walked back to his car he had a lump in his throat as he thought about the kindness that he had been shown.

Stop and talk with a neighbor who is working in their yard, read a book to a child, be a "general manager" and consider the specific needs of those around you. Volunteer on a regular basis, turn off the TV and talk with your family, pick a charity to donate to every month (even if it is $5). Be a giver, not someone who is always taking.