People Strategies: Office politics productive when used properly

The most productive employees understand that politics and power can be used in the best interest of their companies, departments and themselves. These employees pursue their roles with positive intent, courage and collaborative behavior. Here's how they do it.

First, they change their definition of "politics" from an evil presence in an organization to a means of accomplishing goals.

Second, they think about power differently. Intent is important here. Think of a fox and a badger in a hen house. The fox takes one chicken for his meal and leaves. The badger gets into a killing frenzy sometimes without even taking a meal. Are you a fox or a badger when you use your power? Productive employees are foxes. They use their power discriminately.

Third, they learned to negotiate win-win solutions using a process like the one described in "Getting To Yes" by Bill Ury and Roger Fisher. These five steps can help untwist tensions.

Step one separate the people from the problem. Every department has a stereotype that individuals must overcome. Salespeople lie; research and development is disconnected from customers; marketing has no substance; etc. These stereotypes set the stage for people to be guarded and even uncooperative. Get over it. If personal tensions are a problem, they should be noted here and a strategy for productive interaction is decided.

Step two focus on interests behind positions. A position statement, "I want this project off the sheet in three weeks." An interest statement, with the same thought in mind, "Cost of materials rise at the end of the month so we need to close this project." The latter statement is more productive because employees will problem-solve more readily.

Step three create options for mutual gain. With everyone's interests in mind, brainstorming solutions becomes easier and more expansive. Brainstorming forms the basis for an action plan. Employees who are focused on interests and are not set in their positions solve problems faster and with greater impact.

Step four insist on using independent standards. In an inter-departmental situation, standards can be used to get a negotiation unstuck. Independ-ent standards are outside the control of either party. Both parties look together at another approach. Benchmarking is an excellent example of seeking independent standards.

Step five develop a best alternative to a negotiated agreement. It is recommended that this step actually be done first and be kept to oneself. This is where confidence comes from. What will you do if the negotiation fails? You can't destroy your relationship with another department because you still have to work together. This step often results in new ideas, better solutions and fewer fears of failure.

Using this approach can turn a political trap into a paradise of opportunity. It becomes exponentially more powerful when both parties use the same process. Don't be afraid to share your perspective on the steps above. Here are some ideas for getting started and helping others get started.

Jot down your thoughts about all five steps before meeting with friend or foe.

What perceptions do you have about this person that help or hurt your attitude towards working with them? What perceptions may they have of you?

What positions has this person expressed and what might be their interests behind them? What positions have you expressed and what are your interests?

What solution options have been discussed or have been in your thoughts? How will you engage in brainstorming?

What independent standards may apply to this situation? Be sure to ask the other party if they know any.

What will you do if your interests are not met or if the other party's interests are not met? Are any of these alternatives better than what is on the table?

Avoiding politics doesn't work. Giving away power is selling yourself short. Instead, take control of the situation in a way that moves company goals forward and in a way that you can feel good about.

(Linda Bower is a speaker, executive coach and human performance improvement consultant in Rogersville.)