Managers as politicians 
 
My last post may have been too simplistic for some. Of course, there is no guarantee that those in power will use it rightly or wisely, but I would like to debunk the myth that office politics is always
destructive otherwise, we would not have companies that are known for excellent people practice. 
 
To ensure that office politics is not destructive, there is a responsibility for managers to have the political skills to ensure that their staff experience constructive politics. 
 
Understand your office environment. What are the channels of informal communication, who are the stakeholders and what are their interests? A stakeholder matrix would be beneficial here. Your stakeholder matrix would help you know who you need to influence, who to negotiate with and from where the challenges may come? 
 
Having gathered all the information, set the agenda. This means a vision for balancing the long-term interests of key parties and a strategy for achieving the vision. The strategy should address any stakeholder concerns. This means actively listening to all interests and being clear about the direction of travel. 
 
Negotiate with the various interested parties. Remember, all parties try to create value, separate people from the problem, and focus on interests, not positions. Create options, not just the first that comes to mind, and bargain to create a win-win. And it is ok to lose some battles to win the war. 
 
The steps above sound simple but can be challenging in practice, so as you try to influence the politics around you, ask yourself: 
 
Are you comfortable if what you are doing is publicised? 
How would you feel if you were at the receiving end of your actions? 
Are the rules you use mutually understood and accepted by your stakeholders? 
Would you leave the organisation better off with your actions? 
 
Doing all these things doesn’t mean that you will avoid unpleasantness or that it would be smooth sailing, but you are contributing to a constructive office environment. ​

As a HR professional, a big part of my work is conflict resolution, and there are different approaches to conflict resolution. I recently came across an article by Weingart et al., 2015, and their work strongly resonates with me. Central to their work is the position ‘that the manner in which conflict is expressed will influence perceptions and reactions, changing the way the conflict process unfolds, the impact it has on the parties involved, and subsequent outcomes’.  
I have reproduced the work with some additions, please read the full work for a fuller understanding. The table below will help you reflect on stance you adopt and the outcome you can expect with the position you adopt.  

​A few things struck me from reading the article. Sarcasm is often rooted in unaddressed issues. The emotional reaction in all four quadrants is similar, and inaction often leads to undesirable outcomes. So, before you ignore that niggling itch at work, think of the outcome and adopt the stance that helps you get your desired outcome.  
 
Citation- Weingart, L.R. et al. (2015) “THE DIRECTNESS AND OPPOSITIONAL INTENSITY OF CONFLICT EXPRESSION,” The Academy of Management review, 40(2), pp. 235–262. 

World Health Mental Health Day- Make mental health & well-being for all a global priority  
Another year has come around to celebrate World Health Mental Health Day. WHO notes on their site that the day ‘provides an opportunity for all stakeholders working on mental health issues to talk about their work, and what more needs to be done to make mental health care a reality for people worldwide’.   
While writing this post, I wondered if I am a stakeholder as I do not work in mental health, and I concluded that I am. The stats tell me that I am, and it tells me that you are too.   
Did you know:   

• That in 2019 an estimated one in eight people globally was living with a mental disorder.   

• That anxiety and depressive disorder rose by 25% in 2020  
• That a staggering 84 million people were forcibly displaced worldwide in 2021.   
• That mental health and behavioural problems are the primary drivers of disability worldwide, causing over 40 million years of disability in 20 to 29-year-olds.  
• That it is estimated that one in six people in the past week experienced a common mental health problem  
• That in 2022, 52% of employees are experiencing symptoms of depression, 61% of employees experiencing depression are female, 33% of employees experiencing depression are aged 25-34, and only 9% of employees are currently seeking mental health support.  

• That there were multiple explosions in Kyiv this morning...  

Need I go on.... maybe not. I am a stakeholder. You are too. We can all play a part either in increasing awareness or displaying care. It can be as simple as asking how are you? This week I am offering a 45-minute complimentary coaching conversation in the hope that this may help someone. Please DM me if you are interested.   
Let’s make mental health a priority.   

October is usually used to celebrate important people and events in African diaspora history. This year’s theme is Time for Change- Action, not words. This sentiment is probably echoed in many lives, given the current global economic crisis. One can only imagine the impact of the current status quo on marginalised societies, particularly black people.   

Several large institutions have been examining their legacies of slavery in recent years and are putting forward commendable next steps. There is no doubt that one of the significant legacies of this period is racism and Eurocentrism. As we celebrate Black History Month, I hope every HR professional will celebrate black history month with a commitment to fostering an environment that nurtures all.  ​
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'Every day the clock resets. Your wins don't matter. Your failures don't matter. Don't stress on what was, fight for what could be.' -Sean Higgins. In my case, an inclusive world.  

Apologies for making it sound like I had something profound to say. I felt I had to have a bridging post following my long pause from the site. I guess I had to use some of the popular nomenclature used these days in HR circles, the great resignation, the great reshuffle, the great re-prioritisation, the great recognition, the great realisation and so on.  
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I have certainly had my own fair share of the great-….. The last time I did a post was in May 2020, a series of events have happened in the intervening years, lots of ups and downs, the pandemic, personal disappointments and frustrations, the joys of work as a human resource professional, and just good old life. I hope to post regularly and share my thoughts on Talent Management and organisation development. I look forward to some lively conversations.  
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Whatever great …. you find yourself in, find your meaning and I hope the rethinking of your professional life helps you make the right choice for you.