By Dan McCarthy
Most managers are rationale, logical, practical problem solvers when they first get promoted. Then, through organizational conditioning, they learn to play silly games. They are like . The change is so gradual; these silly games eventually begin to feel like “real world management.”
How many of these silly management games do you play? More importantly, do you have the courage to speak up and stop the insanity?
We’ll start with some silly budgeting games:
1. This is when you are getting close to the end of the year and your budget is running under your forecast. In previous years, when you under spent, your next year’s budget was set based on that year’s actual. So, in order not to have your budget cut again, you go on a shopping spree — buying stuff you really don’t need or stocking up just in case you might need it.
2. This one is kind of the opposite of No. 1. In this game, the idea if to “sandbag,” or undercommit to what you think you can actually do. That way, then the powers above ask you to increase your goal, you know you can do it. Then, you look even better for exceeding your target.
3. This is when orders are given to cut expenses in one category, i.e., travel, so you increase spending in another catalog, i.e., conferences, and bury the costs. Or, management says to reduce money spent on postage, so you spend more money on bike couriers. There is a net gain of zero, perhaps even an increase in spending.
Human resources’ silly games (a category with infinite possibilities!):
4. This is when you “encourage” an underperforming employee to apply for other jobs within the company. When you are asked for a reference, you give glowing reviews, or use code word phrases like “Oh, Wally is a great guy! He just needs an opportunity to leverage his skills in a new environment more suited to his strengths.”
5. Hiring freezes bring out a lot of silly management gamesmanship. This one is when you have an underperforming employee, but you won’t take action because you’re afraid you won’t be able to replace the headcount. So the rest of your employees get to suffer the consequences.
6. This is when you ask two employees to work on the same problem. Let ‘em duke it out and let the best solution emerge!
Organizational silly games:
7. . “Risk” is the game of conquest, where one army invades another country and captures the land in order to build up an empire. I’ve heard managers also call this game “a land grab.” The idea is to lobby to your boss and anyone that will listen that your department can do the other department’s job better than they can, so you should take it over.
8. Some employees call frequent, questionable reorganizations “shaking up the bird cage.” You get a lot of noisy chaos and ruffled feathers flying, and at the end of the day, the same bunch are sitting on different perches, albeit a little dizzy from all of the cage-rattling. Nothing else seems to change.
Strategy silly games:
9. This is when the company has no strategy, so the manager keeps everyone busy fighting day-today fires, jumping from one hot priority to the next.
10. This is when the company does have a strategy, but it’s such a secret or so high level and vague that the manager has to guess what it is or make up their own.
How about you? Any to add to the list?
Source Courtesy: http://smartblogs.com/
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