Most people are familiar with some forms of camouflage as it's used in nature or by the military. The idea usually relates to disguising or cloaking a physical entity so as to make detection difficult. In nature, camouflage often takes the form of protective coloration. Military applications involve similar techniques, but there are also more sophisticated disguises.
Military theorists recognize two classes of deception. Passive deception disguises an existing capability, facility, or intention. Active deception makes a non-existent capability, facility, or intention appear to be real.
At work, deceptions of all kinds are often a tool of politics. Applying what scientists know about deception in nature, and what military theorists know about deception in war, we can gain new insights into its use in workplace politics. Here are two examples of deceptions in workplace politics that employ passive camouflage.
- Disruptive coloration
- The black and white coloration of killer whales exemplifies what's called disruptive coloration. The color pattern contradicts the whale's body shape, which gives it an advantage. In the often-uneven light of the subsurface marine environment, other animals might not recognize the killer whale until too late.
- In preparation for downsizing, managers must select projects for termination from among projects underway or planned. In some cases, sound decisions require project status reviews that are either sudden or beyond the routine review. If these reviews occur only in preparation for downsizing, conducting them sets off rumors that could trigger an unwanted exodus of employees who believe that they're about to be terminated themselves. Making such project reviews routine prevents them from being seen as a signal of downsizing. With respect to project reviews, such a practice disrupts the boundary between normal operation and preparation for downsizing.
- In nature, Applying what scientists know about
camouflage in nature, and what military
theorists know about camouflage in
war, we can gain new insights
into its use in workplace politicsmimesis is mimicry. In the context of camouflage, the flower mantises, which mimic flowers, provide good examples. Typically, flower mantises position themselves on a plant and hold still, or slowly sway back and forth, mimicking one of the plant's flowers, until an insect lands close enough to be caught. Some flower mantises have dark spots on their bodies that act as decoys for actual insects.
- In reorganizations, there is sometimes a need to ensure orderly transitions of responsibilities from employees who will be discharged. To ensure that they won't depart before the transition of their responsibilities is complete, and to ensure that they'll cooperate willingly, these employees are sometimes assigned fictitious new responsibilities. Convinced by this mimicry that they can rely on continued employment, these employees remain in place, carrying out their new assignments while they're being debriefed about their former assignments. When the debriefing is complete, they're discharged, and the fictitious efforts that held them in place are terminated.
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- Holding Back: II
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Here is Part II of our exploration of mechanisms that account for team members' holding back effort
they could contribute.
- The Knowledge One-Upmanship Game
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- Reframing Revision Resentment: I
- From time to time, we're required to revise something previously produced — some copy, remarks,
an announcement, code, the Mona Lisa, whatever… When we do, some of us experience frustration,
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Forthcoming issues of Point Lookout
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- 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.