Regardless of the type of organization or business, there exists in each the tendency of some to throw others under the bus. It occurs both at times of an excess or scarce job availability. It has more to do with the individual inclined to use this as a means of their own advancement or a way to prevent others from advancing or being recognized for the work being done. It also has to do with a person wanting to avoid responsibility for their own failures and inadequacies.

This eBook is intended to explore all aspects of being thrown under the bus. It will address what this means, who within the organization is inclined to do it and who within the organization are likely targets. It will also address how one can successful emerge from such an occurrence as well as what one can do to avoid a repetition of being in this position in the future.

The areas of focus include:

• The Meaning of Being Thrown Under the Bus
• The Likely Ones Who Are Inclined to Do the Throwing
• The Impact on the Individuals and the Organization Where Throwing Another Under the Bus Is Tolerated
• Responding After Having Been Thrown Under the Bus … You Get To Choose
• How to Minimize the Likelihood of Finding Yourself Under the Bus

There is no way to present the issue of being thrown under the bus as being anything positive in terms of the experience itself. Given that being sent there by another is something that is unfortunately common within the business world, there are definite things that can be done to proactively lessen the chance of one’s experiencing it. And to the extent that it happens, the way in which we respond and the amount of planning and effort that we are willing to put into it will actually serve to enhance and further our success.

My hope and intention is that in reading the full eBook you realize the power that you have as the one thrown by your understanding of why this happens, the characteristics of a person’s inclination or need to do this and how you can emerge victorious!
Click HERE to access the ePaper … Being Thrown Under the Bus
Mike Dorman

• It is the money that gives me the life I want to live and that is the reason and necessity of why I work. Whether I like my job or not isn’t that important if it affords me to have the pleasures that I want to have.
• There is nothing very exciting about the field I’m in and the nature of the work I do and therefore, I don’t expect it to be pleasurable or exciting. I knew what I was getting into when I picked this field and I’m good with that.
• Where is it written that this thing called work is supposed to be fun? I work to earn the money that will enable me to have fun.  Work is just that … work.

I’m not sure about you, however, when I hear these things my initial reaction is one of sadness and puzzlement.  The sadness comes from believing that anyone is willing to settle for spending a third to a half of their waking hours doing something from which they get no direct pleasure or any real satisfaction.  There is little doubt that if this is one’s view of their work hours their productivity, energy and enthusiasm are tremendously impacted … found at the lower end of the spectrum.

The puzzlement is derived from wondering why anyone would be willing to devote so much time working in an environment or doing a type of work that carries with it such negativity … almost as if they are resigned to this being their lot in life and not being deserving of anything better.  The puzzle only becomes larger when one considers how today, with such a low rate of unemployment, chances are very good that another job is a good likelihood for those who are unhappy and unsatisfied with their current position.

To the extent I am successful in helping clients determine how they might turn their work and their job into a positive, becoming curious about it becomes step # 1 in enabling them to transform their outlook as related to the way they view these hours that make up such a large portion of their lives.   Daniel Bortz as a contributor to Monster, the job search website, identified five things that one needs to have in order to be happy at work both in terms of what they do and where they do it as follows:

1. You need to feel accomplished
   It is important that you know that what you are doing has a positive impact … on the project, department and/or company. If this isn’t clear then you must have conversations with those to whom you report to get that clarity and confirmation of the value of what you are doing.Ongoing check-ins is a way of maintaining this awareness.
2. You need positive reinforcement
   Expressed appreciation for the work one does and the contribution to the overall success it makes isfuel to creating an ongoing desire to put forth the continual effort to do the very best one can.  From some bosses this is free-flowing.  From others it is not which simply means that it is dependent on us to go after it.  Regardless, don’t deny the need for fuel and risk trying to run on empty.

3. You need to like your co-workers
   Some might ask why this is important? I go to work and do my job and that’s what’s important isn’t it?  The answer is sure, however, having good relationships with co-workers has shown to increase the likelihood of one being happy on and with their job by 2.5 times.  Thus making the effort to create bonds with some co-workers by getting to know them and their interests inside and outside of the workplace has a real payoff in terms of the impact it has on your own satisfaction.

4. You need some level of autonomy
   Knowing that you have some ability to make decisions as related to your particular work is proven to improve one’s happiness and enthusiasm for the job. Given the empowerment you have to do so allows you to feel the responsibility and ability to steer your own ship.  Although this is not the norm in many work environments, to the extent one is determined to change their interpretation of ‘the job’ they can and should ask for this.

5. You need to be part of something that makes you proud
   Feeling a sense of pride at various levels … the specific job you are working on … the overall organization and its’ culture … the importance of the work … these can all individually and collectively provide you with chest-thumping celebration. It makes you want to put out greater effort for the greater good.

Bortz concludes by saying that “Your job is so much more than a paycheck; it’s a place you go to improve your skill set, contribute to the greater good, and collaborate with other awesome people. If you get a sinking feeling whenever you think of your job, listen to your gut—it’s telling you something important that you should pay attention to.

So again I ask … What is the state of YOUR union with your job?  I encourage all to give it the litmus test

and rather than settling because you lower your expectations of what a job should be and provide, change it either because you can successfully do so where you currently work or … go in search of a different organization wherein you can actually value getting to go to work every day and, by the way, earn the money that gives you the life you want to have.
Mike Dorman

Here are some of the things that contribute to differences in the ways that one’s particular job contribution is seen as less than by others as identified by Glenn Llopis in his contribution to Forbes on writing about different ways the contribution by some is undervalued.  He speaks in terms of a leader however I believe this applies to ways that others on the team devalue another’s work and present it as such to some of his points:

1. Unaware of Their Strengths
   Because some in the effort do not see the importance of the work being done by some and see what they do as the most important they might not take the time to truly understand the abilities and strengths of what that person is capable of providing. When leaders can’t see beyond the obvious, they are doing themselves, their co-workers or employees and their organization a big disservice. They are unknowingly undervaluing their contributions and the opportunities before them.
2. Refuse to Seek Their Counsel
   Because one does not see the true value of another’s job and the related contribution, they may be inclined to look over them when seeking input that could improve the task, method and the outcome. This contributes to someone feeling undervalued and disrespected and thus a poor sense of their work and their desire to truly care.
3. Make No Effort to Invest in the Relationship
   When any one position on a team is seen as less important than another, it delivers the message that they are less important as a person and as an important link to the desired outcome. Thus the person feels taken for granted and down goes their interest or investment in a most successful outcome.
4. Provide Little if Any Feedback
   If one doesn’t value the work or another the tendency is to not waste the time of providing input that could alter and perhaps improve the work that person is doing. Of course this easily can lead to that person feeling underappreciated and with that, the importance of caring and effort go south.

So this is all interesting, however, what is very important to the person feeling this lack of appreciation and love is what they can do about it.  The good news?  There are definitely steps you can take that will have a most positive impact on the person (is that you?) and the ultimate success that is the overall goal as follows:

• Take stock of just how real and prominent this situation is
  Do you believe that the feeling you have and your related sensitivity to it is wide-spread coming from many or different directions or it is primarily from a single source? Regardless, it is unpleasant and uncomfortable however one’s reaction and actions would be different given the actual situation.
• Have a conversation with the person who you feel doesn’t appreciate your work
  Perhaps they emit the impression they do because they really don’t understand what you are doing and the related skill and challenges that it represents. Why should they?  Their focus is on what they contribute and thus to some extent they take your abilities and results for granted.
• Be more visible to the others
  Feeling unappreciated can make us withdraw from attention and notice and that only furthers the reactions of another and our own sense of isolation. If you are proud of what you do and the level of skill you have, let that allow you to be an active part of the group effort.  After all, others don’t really understand all that is involved.  Let your sense of pride allow you to have a presence to the other(s).Be open in your recognition and praise of others and their contributions
  Demonstrating your willingness to acknowledge others and their part in creating the desired success provides the example of others returning the same to you. It’s a win-win.
• You don’t need permission from another to feel satisfaction and pride in the work you do and what you provide to the overall, successful effort
  If you are able to view what you do and the contribution it makes to the goal as being an important part of the overall effort you are and become less reliant on any other person’s view to define your real value. This enables you to move forward positively and confidently.

Amy Rees Anderson is a founder and Managing Partner of REES Capital, an angel investment firm.  She focuses on helping other succeed in their entrepreneurial ventures.  In her article for Forbes entitled “Every Person Matters in a Company, and There is No Such Thing as an Insignificant Position” she expressed this:

“Every single person in a company is a valuable piece of the chain. If they do their part wrong, the entire chain feels the effect. That chain is in a circle that goes round and round, with no beginning and no end. Every person matters and is equally important to the overall functions done in a company.  No one person is insignificant or small in the process. Everyone needs each other” for the job they do and role they play in an effort.

 I think I just heard a mic drop!
Mike Dorman