It isn't surprising when some pet projects get resources — perhaps their nurturers answer to no one, or they abuse their authority. But some pet projects thrive even when their nurturers lack absolute power and seem to have done nothing wrong. Somehow they've found ways to feed their pets without violating organizational policy — or, at least, not much.
In last week's edition, we examined how nurturers of pet projects can abuse their authority to secure resources. Here are some methods that don't necessarily involve abuse of authority, but do depend on cleverness.
- Legitimate circumvention of policy intent
- Sometimes resources flow to pet projects by secretive redirection. In some cases this involves falsification of records, but sometimes the projects' nurturers have exploited flexibility or openings in organizational policy.
- Since even the most primitive control systems involve several people, this technique usually requires collaboration among several individuals, which is difficult to arrange unless the activity is at least superficially legitimate. It's wise to regard these incidents as indicators of (possibly benign) policy defects.
- Exchange of political favors
- In an I-scratch-your-back-you-scratch-mine exchange, two people with access to resources trade those resources, nurturing each other's pets. On the surface, each resource-owner's contribution is legitimate.
- Detecting this tactic is complicated when the exchange crosses supervisory boundaries, because it requires visibility at organizational levels higher than the supervisor of each party to the exchange. It's wise to regard these incidents as indicators of defects in compliance monitoring.
- Scavenging, surplus and mistakes
- Occasionally, possibly as a result of accounting errors, surplus or idle resources become available to anyone who wants them. For instance, some engineering consulting firms have internal R&D programs intended for development of expertise, but these programs can sometimes be deflected to pet projects.
- In many Surplus or idle resources
sometimes become available
to anyone who wants theminstances, the losses to the organization resulting from deflecting these resources are acceptable. Detecting the deflection might not result in much advantage to the organization. But when internal development programs are a means of implementing important strategic decisions, monitoring the use of their resources to inhibit redirection to pet projects can add significant value to the program.
- Gifts from above
- At times — usually at the nurturer's request — the nurturer's supervisor might bestow a gift of resources on the pet project, knowing that the organization would not support the project to that extent through routine channels.
- Motivations for such gifts can include a desire to assist the career of the subordinate, and a desire to see the pet project progress. Preventing these gifts might not be advisable, because prevention could conflict with the supervisor's appropriate independence.
By whatever means nurturers secure resources for their pets, they do so in contravention of organizational intent. Fortunately, pet projects do sometimes benefit the organization, and perhaps that's one reason why they're here to stay. First in this series Top Next Issue
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More articles on Workplace Politics:
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your level of skill or interest, you'll do better if you see workplace politics as it is. It is not a game.
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- About Workplace Hugs
- In the past twenty years in the United States, we've changed from a relatively hug-free workplace culture
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Forthcoming issues of Point Lookout
- Coming October 23: Power Distance and Teams
- One of the attributes of team cultures is something called power distance, which is a measure of the overall comfort people have with inequality in the distribution of power. Power distance can determine how well a team performs when executing high-risk projects. Available here and by RSS on October 23.
- And on October 30: Power Distance and Risk
- Managing or responding to project risks is much easier when team culture encourages people to report problems and question any plans they have reason to doubt. Here are five examples that show how such encouragement helps to manage risk. Available here and by RSS on October 30.
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- The Race to the South Pole: Lessons in Leadership
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. We'll use the history of this event to explore lessons in leadership and its application to organizational efforts. A fascinating and refreshing look at leadership from the vantage point of history. Read more about this program.
Here's a date for this program:
- Baldwin-Wallace University, 275 Eastland Road, Berea, Ohio
44017: November 7,
Kerzner Lecture Series/International Project Management Day, sponsored by Baldwin Wallace University and the Northeast Ohio Chapter of the Project Management Institute.
- Baldwin-Wallace University, 275 Eastland Road, Berea, Ohio 44017: November 7, Kerzner Lecture Series/International Project Management Day, sponsored by Baldwin Wallace University and the Northeast Ohio Chapter of the Project Management Institute. Register now.
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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.