Point Lookout: a free weekly publication of Chaco Canyon Consulting
Volume 1, Issue 50;   December 12, 2001: Workplace Politics vs. Integrity

Workplace Politics vs. Integrity

by

Last updated: August 8, 2018

A reader wrote recently of wanting to learn "to effectively participate in office politics without compromising my integrity." It sometimes seems that those who succeed in workplace politics must know how to descend to the blackest depths, and still sleep at night. Must we abandon our integrity to participate in workplace politics?

Most of us have a sense of our own integrity. There are some things we just won't do. Yet, in extreme situations, most of us would violate our personal codes. Suppose that you believe that you would never assault anyone. Ask yourself, "What if someone tried to snatch my child from me at the mall?" That example might not work for you, but try to find one that does. For most of us, it's surprisingly easy.

So it is in workplace politics. We can justify almost any action when status, self-esteem, and money are at stake — especially after the fact.

This sounds bleak, and you might wonder whether it's worth participating at all. In fact, you're already participating. Maybe you aren't at the heart of the action, but you're at least part of the audience. To stand outside of the politics, you must stand outside of the organization.

You can participate comfortably if you adopt some principles that help manage your risk. Get a small notebook and start your collection. Here are some to get you started.

Choose your dance partners
BalletSome people have values that are consistent with yours. Others don't. Some people are much higher rank than you are. Others are nearer your own level. Political agreements with others who are very different from you in values or rank entail greater risk that one of you will hurt the other. Work with those with whom you're comfortable.
Make agreements explicit
When a colleague violates an agreement, we can feel wronged, even when the agreement was implicit and even when the colleague was unaware of the agreement. Don't assume — make all agreements explicit. People hardly ever honor agreements they don't know about.
Make exchanges contemporaneous
Political agreements
with others who are
very different from you
in values or rank
entail greater risk
that one of you
will hurt the other
When an agreement involves an exchange, make sure that the exchange is contemporaneous. An exchange in which you deliver now and your partner delivers in six months is risky, because it's tempting to re-interpret the agreement once the exchange is only half-complete.
Confidences are (almost) always broken
When you tell someone something in confidence, expect it to get around. Almost all of us — including you! — have repeated something we agreed never to repeat. Pledges of confidentiality have short shelf lives. For more on this, see "You Have to Promise Not to Tell a Soul," Point Lookout for July 25, 2001.
Other people don't live by your rules
When someone has transgressed, often the transgression is a violation of your own code of ethics, but not theirs. People are free to break your personal rules. Recognize that each of us has the right to develop our own rules.

In workplace politics, as in Life, there are no guarantees. Participation entails risk. By managing that risk sensibly, you can participate at your own level of comfort. Go to top Top  Next issue: Are You Changing Tactics or Moving the Goal Posts?  Next Issue

303 Secrets of Workplace PoliticsIs 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 Ethics at Work:

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If your boss is truly incompetent, or maybe even evil, organizing a coup d'etat might have crossed your mind. In most cases, it's wise to let it cross on through, all the way. Think of alternative ways out.
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Personnel-sensitive risks are risks that are difficult to discuss openly. Open discussion could infringe on someone's privacy, or lead to hurt feelings, or to toxic politics or toxic conflict. If we can't discuss them openly, how can we deal with them?
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Deception at work probably wasn't invented at work. Most likely it is a continuation of deception in the rest of life. But the technologies of the modern workplace offer new opportunities to practice the art. Here's Part II of a handy guide for telephonic self-defense.

See also Ethics at Work for more related articles.

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A pair discussion in a speedstormComing February 27: Brainstorming and Speedstorming: II
Recent research into the effectiveness of brainstorming has raised some questions. Motivated to examine alternatives, I ran into speedstorming. Here's Part II of an exploration of the properties of speedstorming. Available here and by RSS on February 27.
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