Navigating Politics at Work is Not Going Away
Navigating politics at work is not something that leaders, managers or employees can ignore if they want to advance their careers and create a high performance culture.
How to “Play the Game”
While most employees strongly prefer to avoid politics at work, most ambitious and successful employees also know that navigating politics at work by using political savvy is required to advance their career and influence others in a way that fits cultural norms and corporate values.
Those Who Play the Game Navigate Politics at Work
Those who “know how to play the game” with integrity typically get more done and are more appreciated for their ability to effectively influence others and astutely manage people issues within the system.
Those Who Do Not Play the Game Do Not Navigate Politics at Work
Conversely, those not adept at maneuvering with integrity within the political landscape at work, typically struggle to perform or move up the corporate ladder.
Political Savvy Skills are Missing
Unfortunately, when we research Corporate Leadership and Management Development Programs, we consistently find one area lacking – the ability to effectively navigate politics at work.
Seven Warning Signs that You Need to Better Navigate Politics at Work
Ask any executive – each business day, a corporate version of “survival of the fittest” is played out. Power plays, turf battles, deception, and sabotage block individuals’ career progress and threaten companies’ resources and results.
As a leader, if you are observing any of the following warning signs at your organization, you are witnessing typical “closed shop” behavior telling you that Workplace Politics should be part of your executive and leadership development programs.
1. Blind Spot
Executives or upper management have a blind spot or hands-off approach to overly political leaders or situations.
2. Consolidation of Power
Leaders consolidate power by hurting the careers of direct reports, peers, or consultants who challenge them.
3. Limited Access
Leaders guard access to people in their organization and tell direct reports to not communicate or share information with specific other parts of the company.
4. Circle of Trust
When people outside of the team ask for information from direct reports, they’re uncomfortable and guarded. Direct reports can get in trouble for being seen talking to someone the leader doesn’t like or fears.
Direct reports often say, “I need to check with my manager” before they share information, make decisions, involve others or take action.
6. “Yes Men”
Team meetings lack candor or real debate, and people learn not to challenge the leader.
Clear, personal favorites exist on the team.
The Bottom Line
If you are experiencing any of the above seven warning signs or unhealthy politics at work, your people need help navigating politics at work and your organizational culture either is struggling or will soon struggle to attract, develop, engage and retain the talent required to execute your business strategy.
To learn more about equipping managers and leaders to better navigate politics at work, download, How to Build the Competency of Organizational Savvy
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Firmware Engineering Manager
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Vice President of Human Resources
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