Despots have absolute power. They rarely exercise that power benevolently. Typically, they are heedless of the needs or wishes of others. Some workplace despots are at or near the top of the hierarchy, but a more common kind of workplace despot is the conversation despot.
Conversation despots insist on conversations reaching their own favored conclusion, without regard for the needs or desires of others. Not surprisingly, the more skillful among them can accomplish their goals even when they lack absolute organizational authority. Some of their tactics are blatant violations of common courtesy, while others are so subtle that they escape the notice of the despots' targets.
When dealing with conversation despots, assertive confidence is required, as the examples below illustrate. In what follows, Dana is the despot, and Paul is Dana's conversation partner.
- Down in the weeds
- To buy time, or perhaps just to distract, Dana draws Paul's attention to one tiny detail of his case. She disputes it, questions it, or challenges it, using any means to get Paul fully focused on the detail. She tries to establish the presupposition that if Paul is wrong about the detail, his entire argument collapses.
- Paul can climb up out of the weeds by questioning the presupposition. He can demand that Dana make her reasoning explicit. For example, "I disagree that X is an issue, but even if it were, it doesn't refute my argument Z." Dana then must respond to this larger issue.
- Condescending questions
- Condescending comments show a feeling of superiority on the part of the commenters. Condescension can be upsetting for the person targeted, particularly if the two people involved are peers. When Dana uses condescension, she's likely hoping to rattle Paul, to make him less able to deal with her despotism.
- Condescending comments are troublesome enough, but condescending questions can be worse, because they usually require answers. Answering a question while rejecting the premise of superiority, and remaining civil, can be difficult. For example, Dana might ask, at a meeting, "Didn't you know — Paul — that your proposal was put on hold?" She uses his name, wrapped in pauses, for extra sting.
- Paul has few options here. The high road is safe, but a more powerful approach exposes Dana's nastiness. "No, Dana, I did not know, but — if your information is correct — now we all know."
- Targeted sarcasm
- Targeted sarcasm is sarcasm that insults, demeans, or humiliates the target. For example, Dana might say, "Yeah, Paul, you're definitely the right guy for this job," meaning, "If we want a disaster."
- Sarcasm is Some workplace despots are at or
near the top of the hierarchy, but a
more common kind of workplace
despot is the conversation despotuseful to conversation despots because it's ambiguous. Paul can dispute Dana's claim at his own risk. If he does, she can deny the sarcasm. One option for Paul is to ignore the sarcasm: "Why thank you, Dana, I'll take that as a compliment."
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? rbrenZuhExXAyqGgvnDgwner@ChacRvZamqUthKPpGSePoCanyon.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 Effective Communication at Work:
- Corrosive Buts
- When we discuss what we care deeply about, and when we differ, the word "but" can lead us
into destructive conflict. Such a little word, yet so corrosive. Why? What can we do instead?
- Changing the Subject: I
- Whether in small group discussions, large meetings, or chats between friends, changing the subject of
the conversation can be constructive, mischievous, frustrating, creative, tension relieving, necessary,
devious, or outright malicious. What techniques do we use to change the subject, and how can we cope
- What We Don't Know About Each Other
- We know a lot about our co-workers, but we don't know everything. And since we don't know what we don't
know, we sometimes forget that we don't know it. And then the trouble begins.
- Communication Templates: I
- Some communication patterns are so widely used that nearly everyone in a given cultural group knows
them. These templates demand certain prescribed responses, and societal norms enforce them. In themselves,
they're harmless, but there are risks.
- Preventing the Hurt of Hurtful Dismissiveness
- When we use the hurtfully dismissive remarks of others to make ourselves feel bad, there are techniques
for recovering relatively quickly. But we can also learn to respond to these remarks altogether differently.
When we do that, recovery is unnecessary.
Forthcoming issues of Point Lookout
- Coming May 29: Newtonian Blind Alleys: II
- Some of our decisions don't turn out well. The nature of our errors does vary, but a common class of errors is due to applying concepts from physics originated by Isaac Newton. One of these is the concept of spectrum. Available here and by RSS on May 29.
- And on June 5: I Could Be Wrong About That
- Before we make joint decisions at work, we usually debate the options. We come together to share views, and then a debate ensues. Some of these debates turn out well, but too many do not. Allowing for the fact that "I could be wrong" improves outcomes. Available here and by RSS on June 5.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenqSlyIYcUJCTbFfMUner@ChachrtvVPIdSzUSTZnWoCanyon.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.