Juggling Act

I’ve always prided myself on being adept at handling multiple assignments and getting things done in busy times. Sure there were times where I had to ask for extensions, prioritize work or put in long hours, but I never really felt troubled with my ability to handle a stack of work.

Until I got to my current company. This place moves fast with more opportunities around every corner! We tell new people this and they dismiss our advice thinking they too have handled fast pace environments, and then find themselves struggling to keep their head above water for the first six months. At that point we start to hear comments about just how long it takes to get up to speed!

Welcome to the circus!
Is this the circus?

I like to use the analogy of a circus and its juggling acts to describe how to be successful in this kind of environment. As with all organizations, a circus will interview candidates to find the best jugglers. They select people on various criteria such as skills, interpersonal skills, cultural fit, etc., In the end the circus depends on the quality of its acts so it hires the best jugglers it can find.

Then the circus puts their jugglers to work and they get as many balls as they can handle in the air. Once they are in full flow the circus leaders start throwing more balls to the juggler to handle. At first their discomfort turns to pride as they realize they can handle the extra balls, that they are more accomplished than they knew. But as more balls continue to be thrown their way they soon start to drop some of them, and not being accustomed to seeing balls on the floor they get discouraged, de-motivated and down on themselves.

Here’s the trick. At this circus it isn’t so much about how many balls you can keep in the air. It’s about your flexibility and adaptability. How quickly can you recognize the difference between rubber balls and glass balls and adjust your patterns such that all the glass balls stay in the air and only rubber balls hit the floor. Rubber balls will be there later … take care of the glass ones! The skill is in our ability to quickly recognize the difference.

What if we treated our “to do” list like that? What would the challenges be? Certainly the important (glass) tasks would get done so our organization should be happy. We would likely still have time to take on more challenges as well (rubber balls still bouncing close by your feet). What do we think would happen to the less important items (rubber balls that have long since stopped bouncing and rolled off into the corners? One times I wonder if the requester (often ourselves) even remembers it and why it needed to be done? At worst one of these balls may come rolling back out of the corner transmuted into glass and we have to deal with it quickly.

What else might we need to be aware of?

Is this the circus?
Is this the circus?

How about ourselves? Are we comfortable leaving things undone when we go home? Do we think that our value to our organization is how hard we work, and will we be less valued if we don’t tackle everything? Do we need help in sorting through glass and rubber balls? Are we in alignment with our leaders in our assessment of glass vs. rubber?

As leaders we’ve seen the effects of stress, heavy workload and burnout on people. We know it is our responsibility to help them get relief. But is the most effective form of relief stepping in and prioritizing? Or is it helping them work through how to solve the problems posed above? Don’t we want our teams to be advanced in the art of prioritization?

After all this I think it is important to note that sometimes there’s just too many “glass balls” and at those times leaders should roll up their sleeves and dig in to help.

I would love to hear from people on their favourite ways of dealing with heavy workloads. What’s your secret?

Published by

Ian Munro @ leadingessentially.com

Ian Munro is a leadership and vitality coach with a primary passion for working with senior professionals who wish to improve their connection to and vitality in their career, or who wish to make a transition to a meaningful and rewarding retirement. His methods are focused on helping clients understand why they present as they do in day-to-day life, discover their authentic self and give themselves permission to build a meaningful and rewarding future, both professional and personal. Ian’s love for this work has developed naturally as he built his career as an executive and leader in the IT services industry, serving in many roles and facets of this industry over 25 years. As he reached the pinnacle of his career he began to search more deeply for meaning and alternate rewards from his own career and to begin to plan for his own “first retirement”.

7 thoughts on “Juggling Act

  1. I don’t mind juggling. I do have a hard time going home and knowing that things aren’t done and I may have been known to panic when I suddenly remember a forgotten item in the middle of the night. Over the years, I have learned to tell myself that if I am doing my best that’s all that can be expected – but’s it hard none the less. When I’ve seen my team struggle and they come to me for help, it is helpful to help them articulate which balls are in the air and which ones are glass or rubber, then I think it’s the leader’s job to support them through or recommend another solution. Do they have the resources to do what is expected? Do they have the professional training? Does the workload need to redistributed? I like variety a lot but if people are spread too thin, is there a danger that all the balls get less attention than they deserve? And on the other side of the coin, if we don’t take some risks, if we over analyze and strive too hard for perfection, do we end up doing way less than what is possible and thus de-motivated ourselves anyway?

    1. Thanks Diana. I think you have captured the essence of questions a leader should consider. Glass balls are the easiest decisions. They have to be dealt with. It is the rubber ones that need consideration. Are they things that really don’t have to be done at all? Are there things that are starting to pile up that are n indication of understaffing!

  2. The visual of glass and rubber balls is a great way to help staff see (and therefore understand) what is urgent and what can wait. And further to Diana’s comment, analysis paralysis will result in all the glass balls breaking anyway!
    Prioritizing can be one of the most difficult skills for staff to master, particularly if they have been working in a very directed environment where tasks are metered out. As leaders wanting to effect that change we need to challenge back to the question “What should I do now?” with “What do you think you should do?” and “Why?”. Then we need to support them through the execution.

  3. To me the only glass ball that needs juggling is the finances as long as they are in the air I can manage the rubber balls like house work and home life. My only paying gig at the moment is the writing and its flexible. I try to concentrate on family time as there is time needed for my elderly mom in law (84) I have become quite good at multi tasking. i don’t do to do lists instead i have ta-da lists

    1. I like how you have taken this concept and applied it in a different environment like home. And I think “ta-da” lists are a unique and important idea! Thanks Karen!

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s