In espionage, a cutout acts as a secure means of communication. Its security usually derives from an asymmetry in its connection to the larger system. That is, while the people who communicate through the cutout know how to send messages to the cutout and how to receive messages from the cutout, the cutout probably doesn't know how to contact the communicators. A "dead drop" can be an example of a cutout. Another example: a courier who doesn't know the source of the freight carried.
Cutouts also play roles in organizational politics. Here are three examples of cutouts or their use in the workplace.
- Deniable disclosure
- By simply making information available in a deniable way, an operator might encourage an ambitious subordinate to pursue a project. The disclosure might be something as simple as an apparently careless exposure of a memo on a desk or screen. The subordinate receives the information, but cannot reveal its source, without seeming to be a snoop.
- Ambiguous direction
- Ambiguous direction creates a chance that subordinates will do what the operator wants when the operator cannot ethically direct the subordinate to do so. If ever a problem arises, the operator can assert that he or she had something else in mind, and that the subordinate initiated the ethical breach. When combined with subjective cues, such as facial expressions and knowing glances, especially when delivered in private, ambiguous directions are especially effective.
- Typically, human cutouts deliver or leak information on behalf of their operators, but they're unwilling or unable to credibly reveal sources or other related information. This protects the operator when the information leads to undesirable consequences or to pressure to reveal more. If the ploy backfires, then the operator can assert that either the human cutout misspoke, or exceeded authority, or any of a variety of other insulating claims.
When you spot a ploy that could be a cutout, what can you do?Cutouts enable
to limit the risks
of organizational politics
- Decide if it's acceptable
- You might be content to receive the information through the cutout. This is a risky approach, but always a possibility.
- Seek clarification
- Ask for a direct disclosure instead, especially if you're receiving ambiguous direction. For instance, "You certainly wouldn't want us to act unethically…do you mean X or Y?"
- Smoke out the operator
- If you receive information that you "shouldn't" have, ask about it directly. "I've heard that Marigold might be revived. Know anything about that?" The operator now has a stark choice: to deny, to lie, to decline, or to reveal. If the information is revealed in front of witnesses, you're safe. If the operator continues to withhold, or dissembles, you might have found an accidental slip. Otherwise, take care.
Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info
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More articles on Workplace Politics:
- Using Indirectness at Work
- Although many of us value directness, indirectness does have its place. At times, conveying information
indirectly can be a safe way — sometimes the only safe way — to preserve or restore
well-being and comity within the organization.
- Worst Practices
- We hear a lot about best practices, but hardly anybody talks about worst practices. So as a public service,
here are some of the best worst practices.
- I've Got Your Number, Pal
- Recent research has uncovered a human tendency — possibly universal — to believe that we
know others better than others know them, and that we know ourselves better than others know themselves.
These beliefs, rarely acknowledged and often wrong, are at the root of many a toxic conflict of long standing.
- Communication Traps for Virtual Teams: II
- Communication can be problematic for any team, especially under pressure. But virtual teams face challenges
that are less common in face-to-face teams. Here's Part II of a little catalog with some recommendations.
- On Being the Canary
- Nobody else seems to be concerned about what's going on. You are. Should you raise the issue? What are
the risks? What are the risks of not raising the issue?
Forthcoming issues of Point Lookout
- Coming August 23: Look Where You Aren't Looking
- Being blindsided by an adverse event could indicate the event's sudden, unexpected development. It can also indicate a failure to anticipate what could have been reasonably anticipated. How can we improve our ability to prepare for adverse events? Available here and by RSS on August 23.
- And on August 30: They Just Don't Understand
- When we cannot resolve an issue in open debate, we sometimes try to explain the obstinacy of others. The explanations we favor can tell us more about ourselves than they do about others. Available here and by RSS on August 30.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenkpnKIYuMMUuVTZxVner@ChacfwNGGBIpQjFIphVBoCanyon.com or (617) 491-6289, or toll-free in the continental US at (866) 378-5470.
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- The Race to the South Pole: Ten Lessons for Project Managers
- On 14 December 1911, four men led by Roald
Amundsen reached the South Pole. Thirty-five days later, Robert F. Scott and four others followed. Amundsen
had won the race to the pole. Amundsen's party returned to base on 26 January 1912. Scott's party perished.
As historical drama, why this happened is interesting enough, but to organizational leaders, business
analysts, project sponsors, and project managers, the story is fascinating. Lessons abound. Read
more about this program. Here are some dates for this program:
- The Westin Virginia Beach Town Center, 4535 Commerce Street,
Virginia Beach, VA 23462: September 13,
Monthly Meeting, Hampton Roads Chapter of the Project Management Institute. Register now.
- CTCPA, 716 Brook Street,
Rocky Hill, CT 06067: September 20,
Full-day Workshop, Southern New England Chapter of the Project Management Institute. Register now.
- The Westin Virginia Beach Town Center, 4535 Commerce Street, Virginia Beach, VA 23462: September 13, Monthly Meeting, Hampton Roads Chapter of the Project Management Institute. Register now.
- Creating High Performance Virtual Teams
- Many people experience virtual teams as awkward, slow, and sometimes
frustrating. Even when most team members hail from the same nation or culture, and even when they all
speak the same language, geographic dispersion or the presence of employees from multiple enterprises
is often enough to exclude all possibility of high performance. The problem is that we lead, manage,
and support virtual teams in ways that are too much like the way we lead, manage, and support co-located
teams. In this program, Rick Brenner shows you how to change your approach to leading, managing, and
supporting virtual teams to achieve high performance using Simons' Four Spans model of high performance.
Read more about this program. Here's a date for this
- Baci Grill, 134 Berlin
Road, Berlin, CT 06416: September 19,
Monthly Meeting, Southern New England Chapter of the Project Management Institute. Register now.
- Baci Grill, 134 Berlin Road, Berlin, CT 06416: September 19, Monthly Meeting, Southern New England Chapter of the Project Management Institute. Register now.
- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.
Beware any resource that speaks of "winning" at workplace politics or "defeating" it. You can benefit or not, but there is no score-keeping, and it isn't a game.