Do you do positive politics?


    How many of you have heard the term positive politics? It’s the opposite of negative politics and I believe you can see a shift in political positioning and behavior as you move up the ranks in just about any organization.

    As you move up the corporate ladder, or any organizational structural ladder, you will find that those most highly placed are rarely engaged in what I consider to be negative politics. Negative politics is where the “stab in the back” happens. This is where people leave clues about people’s shortcomings or mistakes. This is where people corner others in meetings, without warning. People inexperienced in organizational dynamics have not yet learned the risk of gossiping or badmouthing someone. They mistakenly believe that by knocking down their competitors, they will rise again. Oh, how wrong.

    People who stand up have learned the art of positive promotion. In other words, they no longer find things wrong with people. This is what people at the lower levels of organizations do. Instead, they work towards collaboration and doing positive things for those who deserve it.

    What I’m talking about is positive politics. You can recognize it when you see it. For example, in a group of people who work together, a valuable project is available. And all of a sudden, one of those people is given the project by another person they worked with. This visible project is not only the reward for excellent preliminary work, it can be the fruit of collaborative relationships built with the leader of the group.

    This is a reality in organizational America, whether corporate or not. What we want to put ourselves in a position to do is give that kind of positive visibility to other people, and we will benefit from that as well in the end.

    We want to position ourselves to provide positive opportunities for people within our organizations. We want to do it regularly. We want to pass things on instead of selfishly keeping them to ourselves. This stuff comes back tenfold for the people who do it.

    This strategy isn’t just project-based, it can be as simple as complimenting senior management on a job well done. Sincere, selfless and altruistic behaviors are noticed and most of the time rewarded.

    We rarely forget the time when we were uncomfortably stuck and embarrassed in an organizational setting. This creates a long-term reluctance to help that person. The reverse is true. I’m sure each of you can think of a time when someone did something positive for you and your career and how grateful you were. And since that time, if that person asks you to do just about anything, you’ll do it for them. Well, that’s how positive politics works. And this is how we can create our own luck within our organizational structures.

    So with the negative policy, we don’t want to expose people for things they’ve done wrong. This behavior actually makes the “rat” even worse than the “victim”. This behavior occurs with people at the lower end of their organizations.

    What we want to do is do positive things for others. And that’s how we can advance the goals of the organization and find some luck in it for ourselves. Because most good deeds are returned.

    Read full article here

    Leave a Reply