Of the many ways to stifle creativity, one is unsurpassed in effectiveness. I saw it once at a monthly staff meeting. As we plowed through the Open Issues list, Tim had a great idea, which he offered to us. The chair's response was "What a great idea, Tim! Why don't you work that out and report next month?"
Tim learned a lesson that day: don't ever mention your great ideas, especially not in meetings.
We've all made this "mistake" — you make a suggestion, and before you can say "Not Me!" you get volunteered to implement it. You weren't really offering to take on the task — you were just offering an insight that seemed helpful. And then you got stuck with the work.
This trap comes in other varieties. Let's suppose there's an unassigned task to be executed before you can do something else you've committed to. If you mention the unassigned task, it will probably be assigned to you. And if you say nothing, when you finally do explain why your work isn't even started yet, you might be tagged with "Why didn't you mention this before now?"
The problem isn't the offering of ideas — it's the opportunistic behavior of the team lead or chair. Ideas are the "seed corn" of projects. They're the source of all future solutions and inventions. Any chair who saddles the idea-creators with execution responsibility is actually "eating the seed corn." By creating discomfort for the people who offer ideas, the chair trains everyone not to offer ideas. So although the chair solves the immediate problem of finding someone to implement the idea, that solution creates an even bigger problem for the future — a shortage of ideas.
of all future
and inventionsWhat can you do if your team lead or your boss is one of these seed-corn eaters? How can you avoid what happened to Tim?
In the basic form, you preface your idea with a clear statement that you're offering the idea only, not the execution. For example, Tim could have said, "I have an idea for whoever is willing to take this on. I'm too overloaded to do it myself, but I'm willing to explain in more detail to whoever ends up doing this, if that fits for them and if that would be helpful." This creates a contract between Tim and the team — the team gets to hear the idea, with the understanding that Tim is too overloaded to actually execute the idea.
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
Your comments are welcomeWould you like to see your comments posted here? rbrenWIYoJaMUQpFMQAswner@ChacuIUhNjZiDHuSuYwFoCanyon.comSend me your comments by email, or by Web form.
About Point Lookout
Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.
Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.
Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.
More articles on Workplace Politics:
- Projection Errors at Work
- Often, at work, we make interpretations of the behavior of others. Sometimes we base these interpretations
not on actual facts, but on our perceptions of facts. And our perceptions are sometimes erroneous.
- The Advantages of Political Attack: II
- In workplace politics, attackers are often surprisingly successful with even the flimsiest assertions.
Often, they prevail, in part, because they can choose the time and venue for their attacks. They also
have the advantage of preparation. How can targets respond effectively?
- What Insubordinate Non-Subordinates Want: II
- When you're responsible for an organizational function, and someone not reporting to you won't recognize
your authority, or doesn't comply with policies you rightfully established, you have a hard time carrying
out your responsibilities. Why does this happen?
- Power, Authority, and Influence: A Systems View
- Power, Authority, and Influence are often understood as personal attributes. To fully grasp how they
function in organizations, we must adopt a systems view.
- Workplace Politics and Type III Errors
- Most job descriptions contain few references to political effectiveness, beyond the fairly standard
collaborate-to-achieve-results kinds of requirements. But because true achievement often requires political
sophistication, understanding the political content of our jobs is important.
Forthcoming issues of Point Lookout
- Coming August 22: Dealing with Credit Appropriation
- Very little is more frustrating than having someone else claim credit for the work you do. Worse, sometimes they blame you if they get into trouble after misusing your results. Here are three tips for dealing with credit appropriation. Available here and by RSS on August 22.
- And on August 29: Please Reassure Them
- When things go wildly wrong, someone is usually designated to investigate and assess the probability of further trouble. That role can be risky. Here are three guidelines for protecting yourself if that role falls to you. Available here and by RSS on August 29.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrensLBamoUCTUAxUXkKner@ChacgCyzSmFjCutdMiWJoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
Get the ebook!
Past issues of Point Lookout are available in six ebooks:
- Get 2001-2 in Geese Don't Land on Twigs (PDF, USD 11.95)
- Get 2003-4 in Why Dogs Wag (PDF, USD 11.95)
- Get 2005-6 in Loopy Things We Do (PDF, USD 11.95)
- Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, USD 11.95)
- Get 2009-10 in The Questions Not Asked (PDF, USD 11.95)
- Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, USD 28.99)
Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500 words in your inbox in one hour. License any article from this Web site. More info
- 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.