Adjusting Political Temperature in Your Team
by Colin Gautrey and Dr. Gary Ranker
We use the term "political temperature" to describe the degree to which team
members compete with each other or collaborate as a team. Temperatures can
range from absolute zero to boiling point — and beyond! Certain temperatures
are more suited to a particular organizational setting than others — and getting
it wrong can be disastrous.
High temperatures exist when individuals are pushing forward their ideas
and trying to beat others in the team. Higher temperatures are great when
there is an imperative to innovate and change quickly. But watch out, at
the extreme this turns into bitter rivalry and unscrupulous behavior which
may significantly damage organizations and individuals alike.
At the opposite end of the spectrum, everyone is cooperating and putting
energy into winning together. Lower temperatures are more suited to
implementation where everybody needs to collaborate to get the job done.
Extreme cold can lead to the organization freezing due to the time taken
to allow new ideas to surface and get agreed.
Prudent leaders need to work out which temperature they need, and then
find ways of adjusting the temperature appropriately. Unless they pay
attention to this dynamic of organizational life, the temperature is
likely to be set by their default behavior, or the predominate inclinations
of the team members. This was graphically illustrated in our recent
book — Political Dilemmas at Work — which outlined the problem
of "Friendly Fire".
With determined and careful action it is possible to begin to adjust
the temperature to suit the environment. This involves making changes to
a number of different aspects which influence the team culture. These
changes can include the reward structure, team meeting agendas, and the
terminology used by the leader. A well planned implementation can help
even the most naturally competitive leader to cool down the temperature
and get the results they need. Equally, a leader who focuses on collaboration
can take positive steps to raise the temperature if required.
One of the dilemmas right now is to determine what temperature is
required during the current climate. This depends on the organization's
position. Those who know what they need to do to weather the storm, a
cool temperature should help. However, if it is being buffeted by the
chaos and doesn't know which way to turn, a high temperature could be
critical to success.
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More information...
(You will need to complete a simple registration process to view this material.)
Due to be published shortly in the American
Management Association Handbook of Leadership by Marshall Goldsmith,
John Baldoni and Sarah McArthur.
If you'd like to talk to someone about
how this concept can be applied in your situation, please contact
us and we'll be delighted to arrange a mutually convenient time
to talk.
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