Navigating Office Politics

Every company has the sub culture known as “office politics” and I believe we’ve all worked with someone who was politically savvy. They knew how to maneuver their way through an organization. For some individuals the stakes are quite high when it comes to office politics – succeed and you get to keep your job or get promoted- lose and you may be pounding the pavement looking for a new job. The majority of people tend to be in the middle, trying to navigate through it with out taking to many risk or just ignoring it.

I was reading an article the other day that talked about dealing with office politics. It listed tips like: keeping to yourself, avoid sharing personal information with co-workers, and not discussing disagreements publicly. After reading I was so disappointed in the author because what they were essentially doing was setting up individuals to fail in the majority of corporations. Being politically savvy is part of striving for break through performance. According to the Lominger competency model, people who are politically savvy accept this as the human condition and deal with it. Political savvy shouldn’t be confused with being “political” which is what we think of most elected officials- a lack of trust and no substance. On the other hand political savvy involves getting things done with the least amount of resistance and the maximum amount of benefits.

So here are a few things you can do to navigate office politics:

1) Learn to deal with conflict

2) Know what you are trying to achieve and be sure those around you know. (Open Communication)

3) Focus on your circle of influence – there are often issues which we have very little control over. Don’t focus your efforts on things you can’t change and realize that complaining about them doesn’t help, instead focus on the things that you can do to influence the situation. (for more information read Stephen Covey’s 7 Habits)

4) Be aware of what is going on around you but don’t get involved in everything.

These are just a few tips. What can you add to the conversation?

The Art of Being Rejected

No one likes to be rejected and I think it is just as difficult to deliver the rejection or declination as it is to receive the message. I think every recruiter dreads telling candidates that they didn’t get the job or are not moving forward but we all have to do it. Granted some of us do it better than others. I’m in the category, “Can Do Better”. Don’t misinterpret that as I don’t give my candidates a status update because anyone can fire off an email. You know the one “Thank you for applying for the position please continue to search other opportunities.” I would like to have those candid conversations with the candidate so that they understand why they weren’t a fit for the position and/or what they can do better in their next interview.

Here are a few things to help make the rejection useful:

• Don’t be afraid to ask for additional feedback. You may not get additional information but it doesn’t hurt to ask.
• Don’t burn any bridges. Being rejected can be painful and can sting but don’t let the emotions surface via email or in conversation with the employer.
• Look for something positive about the experience. You have a new contact at the company or learned a little more about a future career opportunity.
• Don’t give up. Let the rejection help propel you to keep searching and to interview better.

So we all have to realize that we are going to be rejected and it is going to bruise our ego. But the job search process involves putting yourself out there. Likewise, delivering candidate feedback is not very dangerous but it does involve getting out of my comfort zone. So I’ll commit to the uncomfortable task of delivering the rejection but don’t take it personally if I tell you take a hike.