If you've ever run into roadblocks as you tried to get your work done, and if those roadblocks were due to delays and decisions by co-workers, you might have felt that some people were actually trying to block your efforts. Although intentional obstruction is probably rarer than it seems, the ability to recognize it when it does occur is nevertheless helpful.
Here's Part II of a little catalog of obstructionist tactics. See "Obstructionist Tactics: I," Point Lookout for July 23, 2008, for Part I.
- Misrepresenting to regulators
- If the output or processes of the team are subject to regulation, internal or external, the obstructor can convey misinformation to the regulators. The information conveyed might contain a germ of truth, but it's usually packaged in a manner that creates or stimulates the urge to investigate. The investigation is then a source of delay and distraction to the team.
- Agitating stakeholders
- Obstructors who have contact with external stakeholders, such as customers, might elect to motivate them by disclosing information the obstructors consider to be influential relative to their own aims. The external stakeholders then attempt to accelerate the action of the group in the stakeholders' preferred direction, which, by the design of the obstructor, interferes with the group's progress.
- A technique available to managers involves promoting someone into a position for which he or she might or might not be qualified, so as to gain political advantage for the manager. When this is done, there is an agreement in advance between the obstructing manager and the person promoted. That agreement makes clear between them that the manager's agenda is primary, and that the person promoted will take actions to promote that agenda, deniably, in a manner always consistent with organizational policy. That agenda can include obstruction.
- Career trashing
- Most visible, inspiring objectives have champions — people who have successfully communicated the inspiring objective throughout the organization. To delay, or even halt, movement toward those objectives, obstructors sometimes attack the person of the champion. By trashing the career of the champion, obstructors deprive the target task of its voice, sometimes fatally weakening the organizational will to continue.
- Any complex group effort entails making a series of decisions, and then building on the foundation they comprise. Obstructors can disrupt progress by raising questions about previously settled decisions. The parts of the foundation with greatest leverage are those that underlie large numbers of subsequent choices. These decisions are the favored targets of obstructors who use this tactic.
- Misrepresenting the environment
- Obstructors can disrupt
progress by raising questions
- Both organizations and projects require accurate, effective situational awareness. They must understand the competitive environment, their suppliers, and their customers. By propagating misinformation about the competitive or intellectual environment, or by delaying the transfer of accurate information, obstructors can confuse, mislead, or stimulate debate about objectives, tasks, or persons (especially rivals). The resulting discussions are at least distracting, and could lead to delays and bad decisions.
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More articles on Workplace Politics:
- Organizational Loss: Searching Behavior
- When organizations suffer painful losses, their responses can sometimes be destructive, further harming
the organization and its people. Here are some typical patterns of destructive responses to organizational
- Management Debt: I
- Management debt, like technical debt, arises when we choose paths — usually the lowest-cost paths
— that lead to recurring costs that are typically higher than alternatives. Why do we take on
management debt? How can we pay it down?
- Why There Are Pet Projects
- Pet projects are common in organizations, including organizations with healthy and mature planning processes.
They usually consume resources at levels beyond what the organization intends, which raises the question
of their genesis: Where do pet projects come from?
- Allocating Airtime: II
- Much has been said about people who don't get a fair chance to speak at meetings. We've even devised
processes intended to more fairly allocate speaking time. What's happening here?
- Power Affect
- Expressing one's organizational power to others is essential to maintaining it. Expressing power one
does not yet have is just as useful in attaining it.
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.
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- 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.