Newsletter for July, 2002 (Q3)

Professional vs. Professionalism

Originally, a professional was someone who held a position that required higher education: a lawyer, doctor, et al. That has changed and the word is now often used to define how people make their livings. One can be a professional wrestler, a professional writer, or just about anything else.

Professionalism is different. To exhibit professionalism means to behave, speak, or otherwise conduct oneself in a manner that is befitting to that profession. If a pro athlete shows poor sportsmanship, a doctor is abrupt and curt, or an accountant doesn't return phone calls…they may be "professionals," but they are not displaying professionalism. If a lawyer fails to put a merger together, he or she may be deeply disappointed. How that disappointment is handled is the indicator of that lawyer's professionalism.

People who deal with career adversity in a calm, dignified manner are demonstrating professionalism. Displays of anger, taking it out on others, tears, etc., are the reverse. When someone is asked how a coworker responded to bad news, and the answer is, "He took it like a pro," that translates to the individual reacted with professionalism.

In today's workplace, non-professionalism spills over onto many aspects of the ordinary weekday. If employees, for example, routinely help themselves to small items of stationery supplies (ballpoints, paperclips, etc.), they are not evidencing professionalism. To take something that belongs to another can be defined with one word: Stealing. Another form of stealing is using employer time for personal phone calls and reading and writing personal email. Attempting to justify such actions on the basis of insufficient salary, poor working conditions, or anything else can also be summarized with one word: Rationalization.

Expecting subordinates to perform any task that is not directly related to their job description is equally unprofessional. Picking up the boss's dry cleaning, selecting an anniversary present, or any other non-job-related errand is an imposition. That's to turn an employee into a lackey. Worse, it is squandering company time on non-company duties, which in turn means a salaried employee is not performing work for the company, but for the immediate boss. That too is a form of stealing. Subordinates may assist their superiors for more efficient job performance, but it's still the company that's paying their salaries.

Other examples of nonprofessionalism would include: Employees who constantly grumble about company policies, or find fault with coworkers, make snide behind-their-backs remarks about managers; or personnel who call in sick when they're not, display a flagrant disregard for the company's working hours, or who find excuses to get out of performing certain tasks. All of these are demoralizing acts that will have an impact on coworkers.

If employees, at any level within the corporate structure, are not pleased with the way things are, the constructive, positive thing to do is to discuss it with an immediate supervisor. Problems with coworkers can usually be resolved if addressed in the open without accusation or rancor. If the problem is with an immediate supervisor, then a visit to the Personnel Office (or an executive who has higher authority) is a good step. Even if one "complaint" doesn't change anything immediately, it's a matter of record. If any other complaints are filed, this may lead to suitable action. Professionalism dictates a calm means of finding solutions, not creating or furthering the problems.

There will be times, unavoidable, when employees will have serious personal problems. It may be facing the prospect of placing a parent in a nursing home, going through a divorce, handling a difficult teenager, and so on. Serious as any of these conflicts might be, they are still personal problems. As such, they should be left at home. The company isn't paying salaries so that employees can discuss personal problems on the job. This could be done over lunch, after work, or even on a weekend, but it is up to employees to recognize that their value lies in the work they do for the company, and not in tying up another worker's time on personal matters.

Occasionally, personal problems will affect an employee's performance. Professionalism would dictate that the employee discuss it with his or her immediate supervisor. If for a predictably short duration, perhaps some of the workload could be lightened; or it may be necessary for the employee to take a leave of absence.

Whether self-employed or salaried, any "agreement" for a set sum of monies to be paid in exchange for specific services is a binding agreement. As long as the money is being accepted, the services must be rendered with honesty and integrity.

Professionalism is, fundamentally, at attitude. As secret service agents will attest, they do not have to like the current president; but they must respect the office of the presidency, regardless of who holds it. It is this kind of respect that separates a salaried worker from a professionally motivated individual.

It doesn't matter where on the corporate ladder employees stand. What matters is that employees are occupying a rung and have agreed to accept the responsibilities that come with it. The degree of their professionalism can be measured by a display of good manners. Professional manners are as essential in one's career as they are in one's interpersonal dealings.

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