Welcome to one of the most nebulous areas of the world of work: Showing your stuff. Depending on the nature of your work environment, and the nature of the people you work with, revealing hidden talents, good ideas, or suggestions for change, brings with it many different results.

So before "taking the plunge" and unleashing your plans, take some time to observe what goes on at your place of work. Watch who dominates discussions, who participates in the discussions, and how people react to new ideas, or change. Keep in mind that changing anything, even if it seems insignificant to you, can be scary for many people. Never underestimate the "we've always done it like this" factor. While observing, make notes -- mental, or physical -- on how the people who seem most persuasive deliver their thoughts to the group. Watch who reacts positively, and who doesn't. Listen to their objections, if any are vocalized. Are they based on common sense and the facts at hand, or are there more personal issues behind the protest?

Try and determine why those who seem to have the least amount of influence fail to successfully put their ideas forward. Once you get an understanding of the environment, then you can anticipate questions and begin to understand why things are done as they are. A good way to find out what may be in store, is to discuss your ideas with a co-worker you have come to respect and trust before revealing them to everyone else.

Regardless of the type of work involved, you'll have the opportunity to speak one-on-one with your supervisor. This may be the best time to make your ideas known. For one, you won't come off as a hot shot. Secondly, the boss may feel more comfortable about making changes if he/she has an opportunity to share it with the larger group at a later time rather than being put on the spot. Armed with a bit of knowledge about the working environment and your colleagues, chances are you'll make a better impression on everyone when you decide to show your stuff.

There's no best time for anyone in any job to show their stuff. Based on your observations, you are the best one to judge when the time is most appropriate. Don't be afraid to offer suggestions if you believe the time is right.

Results

When showing your stuff at the workplace, seldom does the basic law of physics stating that for every action there is an equal, and opposite reaction, hold true. Fortunately, the positives tend to out-weigh the negatives. For instance, your supervisor will be impressed that you're interested in the future of the workplace, and in taking more responsibility. If nothing else, coming up with new ideas and concepts shows others your ability to take your experience/education/understanding and turn it into constructive concepts.

If impressed with the ideas, some supervisors will offer you more challenging, more important, or simply more, work. Good bosses like to have thinking workers on board, not only does it reduce their workload, but increases their confidence the work will be done satisfactorily. Some colleagues may even turn to you for help, or consultation, on work they're doing.

Unfortunately, sometimes bringing up suggestions for doing things another way can be looked upon as questioning authority. Some supervisors may take the suggestion personally, believing you doubt their wisdom, and may saddle you with meaningless, or extremely difficult tasks and deadlines. Some bosses may also willingly take credit for your work with those higher up the food chain.

Even if your ideas have been publicly rejected, others may support your suggestions, even if that backing is not vocalized. Don't be discouraged.

Colleagues may also scorn your offerings. Some will look at you as a "boss's pet" for trying to be an achiever. Others will discredit the idea and label you as incompetent, or a trouble maker simply because they didn't come up with the suggestion.

Dealing with negative responses, no matter how tactfully, may, or may not work. Preventing a situation from occurring is the best method to avoid hard feelings, or conflict.

Dealing with negative responses

Most importantly, take a cooling off period before taking further action to ensure you can deal with the situation calmly. If a supervisor seems agitated by your suggestions, meet one-on-one and explain where you're coming from. Ask for a clarification of his/her position to ensure you know why they're upset. Make it clear that no offence was meant, and outline the reasons behind your suggestions.

If your supervisor is taking credit for your work without passing on the credit, ask a colleague if this is common and how it was handled before. If no one has approached the issue, discuss ideas with your co-workers to develop a plan that will effectively communicate your concerns to the supervisor.

Approaching a colleague who gives you a hard time and explaining your take on the situation may be enough to do away with the hot shot stigma. Asking this colleague how she/he would have approached the situation could alleviate the tension. In all cases, stick strictly to the issue-related difficulties, not personality conflicts or problems.

Show your stuff checklist:

• Have others suggested ideas for change?
• How were those suggestions dealt with?
• How were the suggestions presented?
• Were they demanded, recommended, or put up for general discussion?
• Could the suggestions have been presented another way with better results?
• Who seemed receptive to the changes?
• Who seemed opposed to the changes?
• Was opposition to the suggestions given verbally or non-verbally?
• Do you know how the person making the suggestions for change is generally perceived by everyone else?

Relationships you encounter at work are different than the ones you have anywhere else. There may be people you wouldn't normally choose to spend time with whom you find yourself spending lots of time, perhaps even as much as 40 hours a week!

It is essential to recognize that work is not foremost a social situation. While it is probably to your advantage to be friendly with people, you should be most interested in establishing and maintaining constructive and professional relationships. Do not let your personal feelings, whether they be good or bad, interfere with your ability to succeed in your new job.

If you happen to make a new friend consider this an added bonus, icing on the cake. If there is conflict with a certain individual, try and remain focussed on the task at hand. Concern yourself less with a person's behaviour than with your need to work together. The basics of work relationships are discussed in the following sections:

• What is professional behaviour?
• Why do people act the way they do?
• Different styles of decision making
• Learning styles
• Dealing with peers
• The more experienced colleague
• Dealing with supervisors
• Personal agendas - workplace politics

Very briefly some basic rules for establishing and maintaining professional relationships include:

• treating people with respect and in return expecting to be treated the same
• recognizing the difference between frivolous socializing and necessary networking
• avoid using people for personal gain
• listen to "company" gossip, you can learn a lot about an organization by listening to what employees say about it
• avoid personal gossip and those who spread this kind of gossip. People who gossip to you are probably gossiping about you
• make your own judgements about people
• take the high road - don't assume the worst from someone's behaviour or treatment of you. Give people the benefit of the doubt
• learn to forgive - don't hold a grudge
• recognize that not everyone will agree with you or approach a situation in the same way you do
• avoid using company time for personal business such as personal visits, phone calls, and emails

There are in fact many many reasons that can really only begin to address the complex issue of why people act the way they do. It can be helpful to consider different styles of communication and interaction commonly displayed by people, including you. Following, are two inventories available on the Internet at no cost to you. They have been selected because they are relatively simple to use, your score is available immediately, and are widely recognized as being valid indicators.

* Index of Learning Styles

This survey seems to be geared to the student crowd but is still applicable in a work situation. It is valuable as an introduction to learning styles and how they are linked to information presentation.

* The Keirsy Character Sorter

The Keirsey Character Sorter is designed to identify different kinds of personality temperaments. This measure is slightly more complex but again provides a good indication of differing styles of interaction which may help to explain the rationale behind your behaviour and that of your colleagues.

Most importantly, however, it is necessary for you to pay attention to the way people act and interact around you. You are your own best judge of character and situations.

Dealing with Peers

This could be the trickiest relationship to develop and maintain.These are the people with whom you are competing with for promotions, raises, and recognition.They can, however, be your closest allies and confidants. Colleagues don't have to be best friends, but you do need to be able to work with them in order to effectively perform your job and ultimately to work toward the goals of the organization. Again, do not let your personal feelings, whether they be good or bad, interfere with your ability to succeed in your new job.

While you may have an instant rapport with some individuals, there are bound to be awkward moments. Some individuals are reserved in their attitude towards newcomers, offering little support. Perhaps a friend of theirs applied unsuccessfully for your position? Maybe they resent having to train you? Maybe it just takes them a while to warm up? It is difficult to be certain. Some co- workers will accept your ability to do the job from the start. Others will need to see it. Maintaining professionalism, asking for and accepting advice and being friendly is a good strategy for handling these relationships or lack there of.

The More Experienced Colleague

Another layer of complexity in the peer relationship involves working with more experienced colleagues. You may have been hired for your enthusiasm, stated commitment, and your ability to get things done, however, recognize that things worked in the organization, perhaps even prospered, before you arrived. It is really easy, and not uncommon, for recently hired employees to think they know everything. Assume, in light of not knowing anything to the contrary, your colleagues probably know more about the organization than you. Act humbly and consider the situation an excellent learning opportunity. You may, in fact, have more expertise in some areas. Working with a more experienced colleague may provide the perfect opportunity to use the best of the both of your experiences. Again, consider this is an excellent learning opportunity.

Dealing with Supervisors

Ultimately it is your boss who can ensure or prevent your success on the job. (Keep in mind everything in the previous section about establishing and maintaining relationships with peers.) Consider your supervisor's style of interaction. Observe how others treat your boss, and how they are treated in return. Pay attention to those behaviours and people who are rewarded for their contributions and those who are not. Again, it is not so important to focus on your boss's personality. What really matters is you develop a professional relationship that fosters open communication and focuses on getting the job at hand accomplished. Some basic considerations might be:

• consider how he or she prefers to have information presented. Does he or she like to spend some time catching up about the weekend before commencing work or get right to the purpose of your visit?
• don't waste your supervisor's time. If you have an idea or suggestion to present, make sure you have thought it out thoroughly before hand. A general rule of thumb is if you have some problem that needs to be brought to your supervisor's attention, provide possible alternatives or solutions to the problem. Chances are your supervisor works hard enough, or at least thinks that way, and is not looking for more work.
• supervisors need to know they can depend on you to effectively perform your job. This makes their job easier, or at least lets them focus on the responsibilities and duties that go along with being the boss.
• identify the supervisor's expectations of you.
• don't expect perfection or complete understanding.
• address an issue before it spins chaotically out of control.
• if possible, don't go above a supervisor's head.
• take responsibility for mistakes.

So you have followed all the rules. In spite of behaving professionally, however, you still seem to be in an awkward, uncomfortable, even unworkable situation with your colleagues, or even more worrisome, your boss! Welcome to the murky grey area of workplace politics and the subtle workings of the corporate culture. It is important to recognize there may be many things going on below the surface in any work situation. Once again your best strategy, initially, is to observe what is going on around you.

Workplace politics is often a direct reflection of the style of the manager or supervisor, and staff response to that style. There are always rules to be followed, but these are both written and unwritten. You need to determine which are followed and which are not.

One common misconception is that while everyone appears outwardly to be working toward ensuring the success of the organization, there may be people, including yourself, who are also concerned with looking good in order to advance their own careers. This is acceptable and even understandable. Unfortunately, empire building, when people put their own agendas ahead of the organization's, can occur. Petty conflicts may also get in the way of effective working relationships.

No two work situations will be the same. As a caution, recognize that everything is not what it seems. Once again, you can usually stay productive by focussing on the task at hand. Workplace politics does not necessarily need to be viewed as a bad thing. It is just a reality.