Opposition in any work environment is inevitable, as different opinions often lead to frictions and conflicts. Conflicts become opposition when deliberate attempts are made by one colleague to prevent mission actualisation of another colleague. However, these deliberate roadblocks are sometimes hidden as an attempt to ambush.
How can you detect and manage workplace opposition when it is covert, masked with politeness and subtleties?
WHAT IS SUBTLE SABOTAGE OR POLITE IMPASSE?
During my almost two decades career as a Chief Marketing Officer, who is driven to innovate within purpose, I have come upon direct efforts of colleagues to stop or slow down changes/projects for which I have had leadership responsibility.
Whether the colleague was a reportee or a fellow executive, it has always been easier to manage the obvious “I don’t want you to succeed at this” actions rather than those delivered in camouflage.
“Subtle Sabotage” or “Polite Impasse” are what I call those actions or inactions of your coworkers, that lay wait like hidden potholes on your road to achieving your set objectives.
They are coated with pleasantries, silence, or even seeming attentiveness/interest.
EXAMPLES OF SUBTLE SABOTAGE/POLITE IMPASSE
● Delayed Submissions/Responses- this occurs when colleagues consistently delay in responding to your direct request for inputs or feedback, with the intention to slow you down.
● Withholding Necessary Information or Resource- this could be done as a delay tactic under the guise that the colleague keeps forgetting to send/share the information that you need to move the process forward. Denying access to a necessary resource to seal the accomplishment of goals is another slow leak tactic.
● Sending You Down a Path With Thorns- this happens when colleagues knowingly recommend courses of action or team interactions that will result in your plans getting punctured. This scenario is common when you are new to a team or an organisation and not yet familiar with the cultural dynamics.
● Automatic Objectors/ Providing Problems for Every Solution- these are coworkers who always find reasons to disagree with the approach being taken (especially in meetings with an audience in an attempt to puncture your enthusiasm or team support).
● Smiling Character Assassins- these are coworkers who smile with you and then spread rumors about your competence and/or character with the goal of reducing your sphere of positive influence.
● Always Courteous But Never Helpful- these team members will get an A for good manners but an F for tangible support/effort.
6 WAYS TO MOVE PAST THE IMPASSE & SWERVE FROM THE SABOTAGE
These 6 approaches have helped me to get over or under the barriers of opposition, however polite or subtle they may be.
- Check Yourself
Take the time to check yourself to see if you have been unclear with your communication in any way, which may have led to non-receipt of desired or required inputs from your colleagues.
Also explore how your body language or tone of voice may affect the interpretation of what you have been trying to communicate. Are you shouting? Is your face always serious? Are you making adequate eye contact? Are your project documents too long-winded?
Assessing the timelines of the requests you have made can also be useful. People don’t like to feel like they are under pressure and may subconsciously opt out.
2. Don’t take it personal
It’s Work!
Though we may spend most of our waking hours in our online or offline work environments, effort should be made to not see the actions of team members as a personal attack.
Sometimes the resistance is against the organisation, based on prior frustrations and for this project, you are the face of the organisation.
Try your best to separate your personal identity and value from the opinions and reactions of others, especially when they are negative.
3. Be Aware & Prepare
To avoid being caught off guard, pay attention to patterns of behaviour that may be covertly running counter to the achievement of objectives.
This does not mean that you should suspect every action or colleague, but look for repeat negative behaviour and attitudes.
Once you have evidence that a quiet revolt against your work plan is underway, prepare yourself by asking other colleagues to assist where gaps exist. Where necessary and possible, do as much as you can on your own to keep things moving.
4. Be Respectfully Direct
To ensure that the perceived opposition is not all in your mind, and to prevent you from wrongfully accusing your colleagues, having a direct conversation about how you perceive their actions is sometimes useful.
Stating the factual scenario and then asking a neutral question may help. For example; “I asked you last month to share XXXX with me, and I followed up with you, but I still didn’t receive it. Is there something that I can do to help you speed up sending it to me?/ Is there a reason why you have not been able to share it with me?”
5. Seek Counsel from HR
If the impasse and sabotage continues despite your best efforts, it may be wise to seek advice from HR on how best to get the roadblock cleared to allow for a free flow from ideas to execution.
This will ensure that conflict resolution is done according to company human resource standards.
6. Maintain Accountability
I believe that accountability means taking responsibility for the successes and failures that arise from one’s efforts or actions.
If you are the leader facing subtle sabotage, remember that you are a leader. Recast or restate the vision and do not be afraid to nip the detraction in the bud. Communicate in writing and verbally that failure to comply derails company objectives and will have to be addressed.
If you are a reportee dealing with a polite impasse, document the wins and challenges in the process as lessons learned and as notes for your final report. Let the records advocate for you.
Despite the challenges, press along with purpose sometimes...“The hotter the battle, the sweeter the victory” (Old Gospel chorus)
By Sabrena McDonald Radcliffe- MBA, BA, Dip.Ed
