In your business you will have politics (if you don’t like politics get out of business…) it’s all about who jostles for what position, who has power, who wants what and does what.
Politics is great, as long as it has positive aims and ideas (Check out your mission vision and values, it should reflect these.) Where it goes wrong is when people get a little off centre and the positive aims and ideals get shoved off the agenda (not officially, nor formally) but the various thoughts, discussions and notions taking place have “Hidden agendas” happening.
In the end the negativity connected with this level of “philosophical thought process” ends up down the drain. People get hurt, egos get fractured, casualties can be seen from the front to the back door in a “trail of blood” (more in theory than in reality).
I figure the aim of a leader, manager supervisory type is to curtail the pain before it begins. Let’s take a look at some of the issues you might explore:
- Is there an “Inner Sanctum”? - This is a group on the “inside” outsiders can not penetrate, even though your values and ideals purport to provide a “fair go” for all. The upshot might be great ideas are not getting past the barrier created by this, your loss… Take a look and see if there is any, then plot to break it down.
- How transparent is the organisation? – From providing financials showing the state of play in the org, through to clear systems aiming to support your team (rather than your team feeling unsure about a system and how it works). Making things more transparent shows you are willing to chat about things and let the team know they are a part of the “organism” you have created.
- What communication does not take place? – Things not discussed are things missed which perhaps should have been chatted about. Ask what are the things the staff chat about… Now take a look at what’s not being said. e.g. if they talk a lot about their favourite team sport but not about the how well the manager is doing, then in the background they could be stabbing them in the back.
- How are they chatting? - These days email, SMS and the like means the backchat can be happening but you don’t know about it. I know “no news is good news”, and “You never hear good things about yourself” while these are interesting clichés, they are not always true and do you want to live your life by clichés?. Oh and avoid trying to cut out texting at work and private emails, they will do it anyway after hours or at lunch on their smart-phones. The aim, to allow them to do it with the aim of it being constructive.
- How are they anyway? – The people on the “outer” that is, one or two casual chats will be met with a degree of scepticism “what do they want?” rather than an open conversation where they tell all. Your aim is to have all of your team “Onside” so it’s up to you to build an open and trusting relationship so they can feel comfortable sharing with you in a way which means you will not “rat” on them or use it against them. Keep your chats light and breezy, show you care and remember details (names, places and the like as reference points) and chat about them not so much about you! (that’s a gem!)
In time you can build an organisation which can stand on it’s own feet, knowing the right people are supporting everyone to be their best. Not a team of “Cronies” who aim to create more “Jobs for the boys” and exclude information and ideas. It will take work, it will take a critical eye, it will take you out of your comfort zone, hopefully the end product will be great for all concerned.
