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In defense of office politics – Smartbrief

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“Office politics” often gets a bad rap. It’s thought of as the domain of catty gossip, shady backroom deals or sycophantic compliments reminiscent of the movies “Office Space” or “9 to 5.”

Thankfully, in real-life, office politics is often much tamer — and also unavoidable for anyone with the ambition to advance.

Why? Because, at its core, office politics is about relationships with colleagues and decision-makers. And nurturing those relationships can go a long way toward advancing your career goals.

What is office politics?

While politics is often derided as purely a popularity contest, there are actually two components — being popular and getting things done.

Let’s think about “real” politics for a moment. You can be very good at getting things done, but if you’re unpopular, you’re not going to be elected in the first place. On the other hand, if you get elected because you’re popular, but fail to accomplish anything, you’ll probably find yourself voted out in the next election.

In office politics, exactly as in “real” politics, you can often get small things done without the support of others. But the more impactful your goals, the more you need to get other people on board to make them happen.

Liked + Trusted + Respected = Influence

To have influence, colleagues need to like you, trust you and respect you.

If you’re not liked, well, that’s pretty much curtains for influencing decisions, unless you’re already the boss. It’s worth noting that to be liked, you must first be known.

If you’re liked, but not respected, you might be involved the discussion, but your view won’t carry any weight. We could call this “Charlie Brown syndrome” after the classic Peanuts character.

If you’re respected but not trusted (think of a well-qualified politician whose agenda you dislike), you may be consulted on an issue but colleagues may have misgivings about your motives.

To influence behavior and decisions in the office requires all three. Liked + Trusted + Respected = Influence.

Can office politics drive value?

Everything we do at CareerPoint is based on our philosophy that career success is driven by the value you create for your employer.

We talk about value creation by referencing eight drivers of value. You could think of these as the atomic elements of employee value. It’s a framework you could use to analyze almost anything in relation to HR or career advancement. Why? Because anything that affects your value as an employee influences both the success of your career and the success of your company.

What we know as “office politics” touches on several of these value drivers, but let’s focus on just two: Relationships and positioning.

Nurturing relationships

Of all the categories of relationships that drive value for a company, none are more significant than customer relationships. If customers like, respect and trust you, they are more likely to highly value your services, keep buying them and recommend them to others. They’re also likely to be patient with you when things go awry, as things inevitably do.

The value of customer relationships can be tremendous and long-lasting. In a law firm, a single relationship can be worth tens of millions of dollars. Relationships are so important that when a partner moves from one firm to another, they often take the relationships with them. In fact, it’s hard to think of an industry where good customer relationships can’t move the dial on company success.

This means good customer relationships are a source of influence for employees. If customers highly regard you, the business won’t want to lose you and ought to value your opinion. If, on the other hand, no customer would notice or care if you left, your influence on decisions and events will be more limited.

Positioning yourself for advancement

The value driver most closely aligned with office politics is the one we’ve named Positioning. It’s all about navigating office politics to position yourself for advancement. After all, you could be the hardest working and most valuable employee in the business but fail to secure advancement if you don’t understand the politics.

The best way to think about this is to imagine a meeting of your company’s management team. Your potential promotion is being discussed. What do you want everyone to say and do?

Obviously, you want everyone to say that you are the best choice for the role. But will they?

There’s nothing you can do at this moment. It’s too late to influence any further.

In some ways, the discussion is a culmination of everything you’ve said and done since you’ve joined the company. The decision will be made largely on how the participants feel about you and the idea of you in a new, more influential role.

This is no idle abstraction. This is exactly how most advancement decisions are made. If you want to advance, the advocacy of every person around the table is what you’re solving for in the game of office politics.

5 tips for becoming an effective office politician

Here are five quick tips you can use to help build trust, respect and likeability in your workplace.

  1. Get involved with projects and initiatives outside of your team and department whenever possible. This will help you begin to widen your network.
  2. Avoid overusing email with new connections. It’s impossible to establish a relationship over email. Use the phone or arrange a quick Zoom/Teams/Webex meeting.
  3. Aim to impress every single new person you work with, both inside and outside the organization. First impressions count and impressing people is often easier than you think.  Just be reliable, responsive and helpful. Do things faster or better than they expect.
  4. You don’t build influence by being a weathervane who simply goes along with everything, but you don’t build influence by opposing everything, either. The middle course is to articulate your position clearly, call the pros and cons as you see them, accept that others will see it differently and get on board with decisions you don’t agree with.
  5. Do favors for people when it helps them without expecting anything in return. If you are generous by nature, you will build a network of influence and appreciation, and you’ll be seen as a team player. This network will help you get things done down the line.

Remember, no matter how much you hate it, office politics is a part of office life we all have to contend with. Instead of avoiding it, put your best foot forward, take smart risks, make mistakes, and learn from them.


To find out how CareerPoint can help you and your team navigate office politics and create the win/win relationships you need to succeed, visit CareerPoint’s website today.

Originally from the west coast of Scotland, Steve McIntosh is a recovering accountant (ICAEW), HR professional (GPHR) and MBA (University of Oxford). After starting his career with global accounting firm KPMG in 1998, Steve founded offshore financial services recruitment firm CML in 2004, which he led as CEO for 16 years.

In 2020, he founded CareerPoint.com, the virtual coaching platform that helps companies and their people get ahead of the curve. With customers and coaches in more than 30 countries around the world, CareerPoint is well on its way to achieving its twofold mission to help a million young people advance in their careers and level the playing field for underrepresented groups.

McIntosh is a “zealous convert” to the value of HR as a driver of business value and the author of “The Employee Value Curve: the unifying theory of HR and career advancement helping companies and their people succeed together.“

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Political parties cool to idea of new federal regulations for nomination contests

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OTTAWA – Several federal political parties are expressing reservations about the prospect of fresh regulations to prevent foreign meddlers from tainting their candidate nomination processes.

Elections Canada has suggested possible changes to safeguard nominations, including barring non-citizens from helping choose candidates, requiring parties to publish contest rules and explicitly outlawing behaviour such as voting more than once.

However, representatives of the Bloc Québécois, Green Party and NDP have told a federal commission of inquiry into foreign interference that such changes may be unwelcome, difficult to implement or counterproductive.

The Canada Elections Act currently provides for limited regulation of federal nomination races and contestants.

For instance, only contestants who accept $1,000 in contributions or incur $1,000 in expenses have to file a financial return. In addition, the act does not include specific obligations concerning candidacy, voting, counting or results reporting other than the identity of the successful nominee.

A report released in June by the National Security and Intelligence Committee of Parliamentarians expressed concern about how easily foreign actors can take advantage of loopholes and vulnerabilities to support preferred candidates.

Lucy Watson, national director of the NDP, told the inquiry Thursday she had concerns about the way in which new legislation would interact with the internal decision-making of the party.

“We are very proud of the fact that our members play such a significant role in shaping the internal policies and procedures and infrastructure of the party, and I would not want to see that lost,” she said.

“There are guidelines, there are best practices that we would welcome, but if we were to talk about legal requirements and legislation, that’s something I would have to take away and put further thought into, and have discussions with folks who are integral to the party’s governance.”

In an August interview with the commission of inquiry, Bloc Québécois executive director Mathieu Desquilbet said the party would be opposed to any external body monitoring nomination and leadership contest rules.

A summary tabled Thursday says Desquilbet expressed doubts about the appropriateness of requiring nomination candidates to file a full financial report with Elections Canada, saying the agency’s existing regulatory framework and the Bloc’s internal rules on the matter are sufficient.

Green Party representatives Jon Irwin and Robin Marty told the inquiry in an August interview it would not be realistic for an external body, like Elections Canada, to administer nomination or leadership contests as the resources required would exceed the federal agency’s capacity.

A summary of the interview says Irwin and Marty “also did not believe that rules violations could effectively be investigated by an external body like the Office of the Commissioner of Canada Elections.”

“The types of complaints that get raised during nomination contests can be highly personal, politically driven, and could overwhelm an external body.”

Marty, national campaign director for the party, told the inquiry Thursday that more reporting requirements would also place an administrative burden on volunteers and riding workers.

In addition, he said that disclosing the vote tally of a nomination contest could actually help foreign meddlers by flagging the precise number of ballots needed for a candidate to be chosen.

Irwin, interim executive director of the Greens, said the ideal tactic for a foreign country would be working to get someone in a “position of power” within a Canadian political party.

He said “the bad guys are always a step ahead” when it comes to meddling in the Canadian political process.

In May, David Vigneault, director of the Canadian Security Intelligence Service at the time, said it was very clear from the design of popular social media app TikTok that data gleaned from its users is available to the Chinese government.

A December 2022 CSIS memo tabled at the inquiry Thursday said TikTok “has the potential to be exploited” by Beijing to “bolster its influence and power overseas, including in Canada.”

Asked about the app, Marty told the inquiry the Greens would benefit from more “direction and guidance,” given the party’s lack of resources to address such things.

Representatives of the Liberal and Conservative parties are slated to appear at the inquiry Friday, while chief electoral officer Stéphane Perrault is to testify at a later date.

After her party representatives appeared Thursday, Green Leader Elizabeth May told reporters it was important for all party leaders to work together to come up with acceptable rules.

This report by The Canadian Press was first published Sept. 19, 2024.

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New Brunswick election candidate profile: Green Party Leader David Coon

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FREDERICTON – A look at David Coon, leader of the Green Party of New Brunswick:

Born: Oct. 28, 1956.

Early years: Born in Toronto and raised in Montreal, he spent about three decades as an environmental advocate.

Education: A trained biologist, he graduated with a bachelor of science from McGill University in Montreal in 1978.

Family: He and his wife Janice Harvey have two daughters, Caroline and Laura.

Before politics: Worked as an environmental educator, organizer, activist and manager for 33 years, mainly with the Conservation Council of New Brunswick.

Politics: Joined the Green Party of Canada in May 2006 and was elected leader of the New Brunswick Green Party in September 2012. Won a seat in the legislature in 2014 — a first for the province’s Greens.

Quote: “It was despicable. He’s clearly decided to take the low road in this campaign, to adopt some Trump-lite fearmongering.” — David Coon on Sept. 12, 2024, reacting to Blaine Higgs’s claim that the federal government had decided to send 4,600 asylum seekers to New Brunswick.

This report by The Canadian Press was first published Sept. 19, 2024.

The Canadian Press. All rights reserved.

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New Brunswick election profile: Progressive Conservative Leader Blaine Higgs

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FREDERICTON – A look at Blaine Higgs, leader of the Progressive Conservative Party of New Brunswick.

Born: March 1, 1954.

Early years: The son of a customs officer, he grew up in Forest City, N.B., near the Canada-U.S. border.

Education: Graduated from the University of New Brunswick with a degree in mechanical engineering in 1977.

Family: Married his high-school sweetheart, Marcia, and settled in Saint John, N.B., where they had four daughters: Lindsey, Laura, Sarah and Rachel.

Before politics: Hired by Irving Oil a week after he graduated from university and was eventually promoted to director of distribution. Worked for 33 years at the company.

Politics: Elected to the legislature in 2010 and later served as finance minister under former Progressive Conservative Premier David Alward. Elected Tory leader in 2016 and has been premier since 2018.

Quote: “I’ve always felt parents should play the main role in raising children. No one is denying gender diversity is real. But we need to figure out how to manage it.” — Blaine Higgs in a year-end interview in 2023, explaining changes to school policies about gender identity.

This report by The Canadian Press was first published Sept. 19, 2024.

The Canadian Press. All rights reserved.

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