By Aryanne Oade
Do you need to obtain the information and abilities to give you larger impact in political occasions at paintings? probably you need to make feel of the political behaviour you spot round you. or perhaps you must collect a suite of potent tools to help you paintings extra productively in a political place of work. if that is so, this publication is for you.
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Additional info for Managing Politics at Work: The Essential Toolkit for Identifying and Handling Political Behaviour in the Workplace
She doesn’t agree with the view that this method of incentivizing co-workers is potentially divisive and might undermine relationships between colleagues who work alongside one another. Henriette prefers the view that independent self-starters know how to handle themselves and understand that to succeed they need to work hard, be ruthless if necessary and, ultimately, stand alone. Henriette is quick to judge people, and is slow to forgive what she regards as failure or underperformance. She can be, by turns, manipulative and bullying, and can literally ignore people she dislikes or disrespects, while using charming and warm behavior with those in her team of whom she approves.
Indd 31 6/1/2009 9:30:52 AM progress. Unfortunately, subsequent events are likely to demonstrate to you that, whatever you believe you had agreed with your colleague at the time, they may well leave the meeting and do whatever they consider to be in their best interests, whether or not this happens to coincide with what they said to you previously, or with what you believe they said to you previously. So let’s start by equipping you with the knowledge and tools you’ll need to make an accurate diagnosis about whether the underlying cause of a tense and challenging relationship is that you are working with a political colleague or is that you are working with a colleague who uses a different style to you and naturally sees things from a different, perhaps radically different, perspective to you.
It could have gone either way, but he was swayed – and manipulated – by the exasperation of the first colleague who told him, in his private meeting with her, that her colleague was slowing things down and jeopardizing the project. By failing to fully understand her agenda, the manager played right into her hands, even though he thought he was doing his best for the project. He removes the colleague who – for all his methodical, slow style – had the best interests of the project at heart and leaves it in the hands of the colleague who refuses to see beyond her own style preferences.