MODULE 4

TOPICS TO BE COVERED

• Leadership and politics; Tactics and strategies for handling politics

• Simulation Exercise
• Controlling dysfunctional politics
• Leadership and Ethics: An ethical dimension of leadership, Real world
examples of ethical aspects of leaders
• Motivation and mentoring: Executive coaching and leadership effectiveness
 LEADERSHIP AND POLITICS

• As organizational politics are so deeply linked to leadership and management,

professional relationships, procedures and resolutions are directly impacted by it.
1) Identification
Organizational politics emerge when an individual has her own agenda or interest at
heart without regard for how her actions affect the organization as a whole. At the
expense of others and sometimes the company’s objectives, she uses manipulation
and self-serving behaviors to promote her own interests. Such actions may manifest
through power struggles and personal conflicts to obtain power or personal
importance. For example, organizational politics occur when an employee uses
devious and covert methods to advance her career.
2) Interaction
The relationship of leadership to organizational politics can be understood by viewing leadership as an
occurrence in the form of groups. In this case, your actions as a leader influence your subordinates so they
voluntarily cooperate to meet organizational goals. How you exercise your authority determines the
political climate within the organization. Politics at work is generally inevitable. Whether it’s for career
opportunity or due to a personality trait, there’s usually someone or a group of individuals who use the
workplace as a battlefield. As a leader, the political climate of the company depends on how you treat
such situations when they arise.
3) Strategies
The decisions you make, the agendas you establish, and how you motivate and inspire employees are keys
to managing the company’s political climate. Understanding political behaviors and utilizing the
leadership style necessary to maneuver employees toward company objectives is critical to squashing
organizational politics and enhancing your credibility as an effective leader. This can be achieved through
keen observation, maintaining a fair and objective viewpoint, leading by example, and keeping employees
focused on the big picture: to work in the best interest of the organization rather than self-interest. As a
leader, you hold the most power and influence within the organization; misuse of this power can result in
a negative work environment. For example, constantly taking credit for your employees’ ideas and
contributions to advance your own career may result in resentful and retaliatory behavior from those
workers.
4) Considerations
• Organizational politics can cause low morale, and an unproductive and unpleasant work
environment. As a leader, it is critical that you understand the reason for political behavior and use
the appropriate strategy to silence it so employees can stay focused on the organizational outcome.
By applying favorable leadership qualities, such as integrity and inspiring employees so they
perform at their best, you help to set a positive example. In addition, by learning the likes and
dislikes and motivations of others, you help to create the potential for positive experiences.
 S T R AT E G I E S F O R M A NA G I N G O R G AN I Z AT I O N A L
P OL I T I CS

1. Reduce Uncertainty In The Workplace

As we have seen, a lack of clarity and access to information is a major cause of organizational
politics. Reducing uncertainty in the workplace will help you meet this problem head-on.
2. Promote Collaborative Working
Tackle problems of mistrust, petty jealousies, and departmental silos with collaborative
working. Cross-team collaboration increases understanding and promotes better personal
relationships between workers. And with competition for internal resources a key driver in
organizational politics, collaboration helps soften any unhealthy competitive tendencies.
3. Keep Your Ear To The Ground
Just as politicians need to keep in touch with voters, managers need to stay in tune with
employees. What’s the prevailing mood among your staff? One way to find out is in regular
one-to-one meetings. Check in with your team members on morale or any concerns. And
have an open-door policy so that staff feel able to come to you with issues. In addition,
develop a wide network of strong relationships within the business, so you have access to a
variety of opinions.
4. Be A Good Role Model
• Employees get a lot of their behavioral cues from management. They learn about company
culture and acceptable behaviors from the top. And so, it’s critical, managers are good role
models for staff.
• As a manager, try not to indulge in workplace politics yourself. Instead, display a positive
attitude, avoid office gossip, and never criticize employees’ work in front of others. Instead,
promote teamwork and collaboration as an antidote to negative office politics.
5. Be Transparent
• Transparency is another crucial tool to head off workplace politics. For example, if you do have
reward systems in place, be open and transparent about the criteria. Clarity and openness will
go a long way to diffusing the misconceptions that fuel office politics.
• Plus, be sure to delegate tasks and responsibilities based on experience and expertise. Not
only will this lead to greater job satisfaction for workers, but it will eliminate any excuse to
indulge in organizational politics.
6. Don’t Have Favorites
• Every manager wants to ensure top-performing workers are recognized. It makes sense for
the organization to retain its best people. However, this should not be done at the expense of
others as it will only spur resentment.
7. Zero Tolerance Of Destructive Organizational Politics
• Have a zero-tolerance policy for all destructive workplace politics. Make it clear that
behaviors such as backstabbing, sabotage, and lobbying are not tolerated or rewarded.
Furthermore, unfair practices such as favoritism and preferential treatment are also off-
limits.
8. Intervene When Necessary
• Finally, don’t be afraid to step in if required. However, carefully pick your battles. You don’t
want to get involved in every minor squabble. But sometimes intervention is the only
solution as turning a blind eye can easily see the situation run away from you.
 LEADERSHIP AND ETHICS

• Ethical leadership means that individuals behave according to a set of

principles and values that are recognized by the majority as a sound basis for
the common good. These include integrity, respect, trust, fairness, transparency,
and honesty.
• Ethical leadership must be a conscious decision
“To be conscious means to be awake, mindful. To live consciously means to be
open to perceiving the world around and within us, to understand our
circumstances, and to decide how to respond to them in ways that honor our
needs, values, and goals.”
- Fred Kofman
6 ELEMENTS THAT DEFINE ETHICAL LEADERSHIP

• Ethical leadership encompasses many things but ultimately boils down to these six main elements.
1. Honesty. Honesty makes ethical leaders worthy of the trust others place in them. It means leaders commit
to presenting facts as they are, playing fair with competitors, and communicating honestly with others.
2. Justice. To be fair means to treat everyone equally, offer opportunities with no favoritism, and condemn
improper behaviours and manipulations, as well as any other actions that could harm someone.
3. Respect. Ethical leaders respect others around them, regardless of their position or identifying
characteristics. This means they listen to each stakeholder, foster inclusion, and value diversity.
4. Integrity. Integrity is shown when values, words, and actions are aligned and consistent. It is not enough
to talk the talk; one has to walk the walk to demonstrate integrity.
5. Responsibility. Responsibility means accepting to be in charge, embracing the power and duties that
come with it, and always responding and being present in challenging situations.
6. Transparency. Transparency concerns mainly the communication with all stakeholders. It means keeping
an open dialogue, accepting feedback, and disclosing the information others need to deliver their work.
 TRAITS OF AN ETHICAL LEADER?
1. They know their internal compass and values. Knowing oneself is the first trait an ethical leader has to possess. By knowing their own values and principles, they can
make them visible to others, take positions, and solidly enter negotiations.

2. They have consistent ethical behavior. Reputation is built on repetition, and ethical leaders know that. Leaders are vulnerable, as the trust that people place in them can
quickly fade if they misbehave—no matter how well they have behaved in the past. Leaders have to send continuous signals to show that people can continue trusting
them.

3. They do not tolerate deviations from the ethical code. Ethical leaders do not make exceptions in this area, and they immediately signal which behaviors are not
tolerated. In doing so, they build consistency and credibility, and avoid confusion and doubts about accepted behaviors.

4. They raise their concerns, even if unpopular. Ethical leaders know that overlooking important details may cause significant damages. They carefully observe
situations to identify potential issues. When facing a doubt or a dilemma, ethical leaders raise their concerns—even if this means slowing things down or generating
more work.

5. They admit mistakes and share a recovery plan if needed. If things go wrong, ethical leaders do not hide or minimize what happened. Instead, they own their
mistake, apologize, find ways to solve the issue, and share all possible recovery plans with stakeholders. This shows they care, and they are doing what is in their power
to improve an unfortunate situation.

6. They are willing to assume full responsibility. As Napoleon Hill states, “The successful leader must be willing to assume responsibility for the mistakes and the
shortcomings of his followers. If he tries to shift this responsibility, he will not remain the leader. If one of his followers makes a mistake and shows himself
incompetent, the leader must consider that it is he who failed.“ Lack of responsibility in organizations leads to ineffectiveness, confusion, inaction, and a waste of time
and resources. Ethical leaders hold themselves accountable, take charge, and shape the present and future through their words and deeds.

7. They always show up and speak for their teams. Ethical leaders are present in good and bad times, develop their teams, and defend others when needed. They are at
the front when the storm hits, giving direction and helping get their teams through their challenges. They know they are there to serve the interests of their teams and
organizations above their own interests.

8. They act with fairness. Leaders have to face many decisions and negotiations. Their behavior clearly favors long-term wins over short-term gains. It also supports
meritocracy and fair treatment of every individual, regardless of status, ethnicity, age, or any other potential factor of discrimination.

9. They walk the talk. Last but not least, ethical leaders act with integrity. They practice what they preach, and their values, words, and deeds are aligned and visible to
everyone. If they would not hold themselves to the same standards they present to others, their credibility and reputation would suffer. Leading by example is a choice of
consciousness and requires daily focus, but pays off like nothing else.
 • Coaching with leaders and within organizations is often cited
as a highly valuable tool for developing people and businesses.
• Studies show that coaching is effective at reducing
procrastination and facilitating goal attainment and there is a
growing body of empirical research that supports the findings
that business coaching really does facilitate goal
achievement. In an interesting new case study published in
the International Journal of Evidence Based Coaching and
Mentoring researcher Sally Bonneywell explores precisely how
coaching supports the development of female leaders in
EXECUTIVE COACHING particular, within a global organization.
AND LEADERSHIP
EFFECTIVENESS • Effect of coaching on leaders:
1. Self Awareness.
2. Self Confidence
3. Self Leadership
4. Improvised Leadership Style
5. Conflict Management