Next up in our series of the 5 kinds of Career Change Behaviors is “The Juggler.”
You can read more about each in my book, RINGMASTER.
The talented Juggler is constantly evaluating where the next ball is falling, adjusting to catch it, then focusing on the next catch. With things flying at them all the time, a good Juggler knows that you need to be ready for the unexpected, and that the best plans can change quickly. Keeping the act flawless requires incredible attention to detail.
The Juggler Personality:
Jugglers are constantly weighing options and running “what if” scenarios through their heads. This helps them feel more prepared for the unknown. They spend a lot of time interpreting direction, looking for hidden meaning and trying to pin down what it means to them or their team.
How Jugglers Deal With Change:
The Juggler tends to react to dramatic change with indecision. Why? Because the Juggler believes every change holds potential for being a good thing or a bad thing! Why? Because he’s experienced both so often. He’s seen great efforts lose their momentum unexpectedly, and vice versa. And so he reacts with a “wait and see” approach. Jugglers need some convincing that changes are necessary and that there’s potential for great outcomes. So whether it’s about new methods, processes, structure or any other proposed change, Jugglers are prone to proceed with some caution.
The Juggler sees his cautious, slow and steady approach as common sense and believes a careful course of action ultimately wins the race. A conservative speed allows him to adjust course and to weigh all his decisions carefully along the way.
When Confronted With Unexpected Change, Jugglers Are Likely To:
THINK: “I’m not totally convinced, but I’m open.”
SAY: “I don’t know. Maybe this change will be good. Maybe not.”
DO: Ask others their opinions as part of the evaluation process.
The speed with which they process most changes: Moderate.
When faced with RISK, they will: Run mental “what if” scenarios to determine the worst and best possible personal outcomes related to the change.
How Managers Can Utilize And Encourage Jugglers:
If you’re a manager, give the Jugglers on your team some time. In fact, if possible, it’s helpful to communicate to Jugglers before the change is upon them. Giving them some warning helps them process things on their own terms. Talk through the situation with them, focusing on logical points and rational justifications for the change.