When People Take The Lineup Into Their Own Hands

Today I was boarding a flight and someone was in my assigned seat. When I inquired about their seat assignment they replied, "Oh, I didn't want to sit in my seat up front so I just took a different one. You can sit somewhere else." Having been through this before, I politely told them I wanted to take my assigned seat so it didn't cause problems when other people boarded the plane. They gave me a disgusted look but moved to a seat close by.

By the time the plane was ready for takeoff, this person had caused 4 other people to have to move to a different seat. It was literally a chain reaction with several people "miffed" at having to sit somewhere else. All because someone wanted to change their place in the "lineup" without thinking about it's impact on others.

The next time you plan on making a change in your lineup, think about how the change will affect those around you. If it's for the better, perfect. If not, and you want to maintain a positive relationship with the other performers, you might want to think again... or come up with a solution that works for them too.

A Standing Ovation from Another Ringmaster

While you definitely need to be the ringmaster of your circus, the person you report to at work would also be considered a ringmaster. They are charged with the responsibility of making sure the acts within the organization and/or department run smoothly, and that the performers are functioning with a high degree of success.

Margaret Steen gives some sound advice on making sure you stay on your boss's "Top Performer" list. She highlights 10 habits we need to develop in her article, 10 Habits That Bosses Love. Some of the key ones include:

• Anticipate the boss's needs. Like you, their lineup is full of acts, and if you make their life easier, it's usually appreciated.
• Think one level up. You need to do your job, but also try to take on the mindset of the person above you. What do things look like from their perspective?
• Be engaged in your work. Offer ideas for improvement instead of just "doing your job." Within reason, don't be afraid to challenge the status quo when you deem necessary.
• Learn the boss's pet peeves-and avoid committing them.

6 Unpleasant Types of Workplace Performers

Whether you use these types as a guide of "who not to be in the workplace", as an analysis of your work team, or just for a laugh, they are quite insightful. Enjoy!

http://hotjobs.yahoo.com/career-articles-the_6_most_
annoying_coworkers_are_you_one-431

A Great Team Act Gone Bad Due To One Performer

Just this week, Marion Jones, a track and field star from the US, admitted to steroid use during the 2000 Olympic Games in Sydney. She has apologized, returned her 5 gold medals won in the games, and received other punishment for her actions. But that's not the worst part.

Now the IOC (International Olympic Committee) is asking the US athletes who ran with her in a relay event at the Olympics to return their gold medals as well. Passion Richardson, one of the relay runners, said in an interview on CBS This Morning, "I have to suffer because of the actions of one. Not only could I lose my medal, but now my character is in question."

Hopefully none of us have such a traumatic situation in our workplace or family. However, this incident does remind us how important it is to have the full engagement (and integrity) of each team member if an act is going to be successful-and stand the test of time.

Meeting ALL The Needs Of The Performers

In the Time Magazine article, "Fine Fast Food", Steve Ells, the founder of Chipotle Mexican Grill tells the story of his success. It's a great read about staying true to your purpose and always striving to improve.

The most telling quote about his success, to me, came near the end of the article. Ells writes, That's why we have been so successful. They [customers] have finally found a fast-food restaurant that has respect-for them, for their taste buds, for their sense of aesthetics, for service, for its employees and for its suppliers.

It's easy to discount some of the needs of the performers in our circus, whether it's at work or home. It takes a tremendous effort on our part and often sacrifice of some of our own needs-for a period of time to keep others fully engaged. As Ells shows in his article, however, the work can lead to a fantastic payoff for everyone. Ole'!