Ah yes. Office politics. The source of many a bad joke and, if you're like many of us, some significant 3 am career angst. Whether you like playing this particular game or not, office politics are unfortunately a fact of life. Understanding how to approach the game of "Corporate Snakes and Ladders" can help you climb the ladder faster and with greater ease while avoiding at least some of those snakes that could derail your next opportunity and possibly even your career.

Understanding workplace dynamics isn't about pulling strings—it's simply about recognizing those unwritten rules that influence how things really get done in any professional setting. Without further ado, here are a few ideas to help you master the game:

Get to know your board
Every organization has its own unique landscape with a variety of different snakes and ladders. Take time to learn who holds the power, the influence, how decisions are really made, and which behaviours are rewarded and which ones tend to be punished.

Figure out whose name is mentioned in every meeting (as in, "we'll need to loop Sue in on this"). And trust me, for this part of the work the formal organizational chart is only the start.

Ladders: How you move up

• Build strategic relationships – Connect with influencers across departments and hierarchies. Consider for a moment that the quiet finance manager might have the CEO's ear. In fact, the CFO probably does have more of the CEO's ear than you might imagine. Follow the money!
• Create visibility for your work – Your achievements need to be seen by others, particularly by decision-makers. Explore ways to ensure your contributions are shared without appearing self-serving.
• Solve problems that matter – Focus on addressing issues important to decision-makers, not just the things that you care about.
• Master the unspoken culture – Every workplace has unwritten "how things are done around here" rules. How can you navigate the line of adapting to these norms while remaining true to yourself as much as possible?

Snakes: Pitfalls to avoid

• Misreading the political landscape – Aligning yourself with the wrong faction or failing to notice power shifts can derail your progress in a heartbeat.
• Burning bridges – Always bear in mind that today's junior colleague could be tomorrow's decision-maker. So make it easy on yourself - treat everyone you work with with respect.
• Becoming pigeonholed – Being known for only one skill or contribution will ultimately limit your advancement opportunities. Don't be a one-trick pony...

Consider one or more of these strategies to move to the next level:

• Become a connector – Those who facilitate collaboration and information flow between groups gain outsized influence. Look to add value in each and every the rooms you're in. Seriously. 
• Practice strategic generosity – Help others succeed, especially in visible ways that align with organizational goals.
• Learn to disagree - productively – Master the art of constructive challenge while avoiding making enemies.
• Cultivate your personal brand – Be known (and consistency matters here) for something meaningful that differentiates you from your peers.

Remember, the goal here is to understand the human dynamics that play a part in organizational success. By navigating these waters skillfully, you'll be able to advance your career while making meaningful contributions.

Got a particular workplace challenge? Book a time to meet me for a 30 minute "let's put our heads together and figure out your next step" conversation - free of charge. We'll get you headed in the right direction. 

In next month's newsletter, we'll explore how to recover when you've (ack!) stepped on a snake and need to rebuild momentum.

Thanks for being part of our community, Darcy

Connect with me on LinkedIn here

Head to our website to learn more about The Management Coach and how we can help you make Work. Better.

So here I am, staring down another big birthday – and honestly? The last few months have been a bit of an emotional rollercoaster.

One of my clients who's since crossed this milestone was in the same boat last year. She worked her way through the "stuff" and ended up doing some international travel with some of her favourite people. In the end she breezed right through.

I was working with a lovely new client last week who's turning 40, and shared this quote from Dante's Inferno written around 1314: "Midway upon the journey of our life I found myself within a forest dark, For the straightforward pathway had been lost.". She immediately said she'd be sharing the quote with her friends who are around the same age and experiencing similar feelings.

Why? Because that "forest dark" feeling hasn't changed in 700+ years. We're all in this messy human experience together.

Author Bruce Feiler's research (see his book below) found we get hit with big life changes every 12-18 months. Six months before my 40th birthday I moved into the house I'm still living in. In my 40th year my mom died unexpectedly and I lost my job. At 50, I left corporate life and stumbled into coaching and training (which remains the best work transition I've ever made).

Life Throws Curveballs at Us All - on the Regular

Maybe you're:

• Dealing with job stuff (hate the current one, lost one, need a new one)
• Getting married (that was me at 46), separating or divorcing
• Becoming a parent, or perhaps the kids are leaving the nest
• Parents needing more help
• Moving houses
• Or maybe you've hit the "lifestorm" jackpot and got several at once

Need a Friendly Guide Through Your Forest?

I just wrapped up my Navigating Transitions Coach Certification (practicing what I preach) and got my hands on this super helpful tool.

Want to try this Transitional Quotient (TQ) Assessment with me? It's on the house!

Turns out, the assessment questions hit differently when someone reads the questions to you (I was skeptical too, trust me - but I tried it, and I found it to be true). In about 20-30 minutes, we'll figure out what areas of your life are feeling wobbly and get you some clarity.

Let's Grab a Virtual Coffee

During our chat, we'll:

• Run through this TQ Assessment together
• Figure out what's really got you stuck
• Get you some instant clarity
• See if you might want more support

Life's twists and turns can be a lot, but they're way less scary with someone beside you who gets it.

Schedule your free TQ Assessment here!

​If you're a faithful reader you'll know that I've already recommended Life is in the Transitions: Mastering Change at Any Age which is Bruce Feiler's book. It seems like it makes sense to share it again.

Always be learning,
Darcy & the team at The Management Coach
And thank you for being part of the Water Cooler family. We are grateful for you and the work you're doing out there in the world.

Click here to learn more about Darcy
Learn more about The Management Coach here

I was in a coaching call with one of my amazing clients last week when I was reminded of the tension we often place on choosing an either/or solution to the challenges we're facing.

Although I'm the worst person you could possibly choose to have in an improv group (I draw a total blank when lobbed a live imaginary situation), the older I get it's becoming increasingly clear to me that, in most cases, things are not binary, not black or white, not simply option A or option B. 

What lies in the middle? Most of the juice, because the world is - for better or for worse - mostly various shades of grey. I think coaching is a way for us to explore what else is possible (a great question you can use in your world, btw!). And I recognize we don't all work with a coach (although - insert plug for coaching with us here!).

So here are some ideas for you to consider when it comes to expanding options in your corner of the world:

What lies in between the either/or options that may be most obvious to you on first glance?

Try a "yes AND", which is a technique from improv and which can open up some options for you at work, at home and in your community. NOTE: please try to avoid throwing a "but" in here. This small word has a serious tendency to shut down conversations, brainstorming and growth.

Here are some additional questions beyond the much loved "and what else is possible":

Think of the wisest person you know. What would he/she say around this?

How about a practical relative? And a dreamer? Your mom? Your bestie? The most creative person you know?

What are you taking as true in this situation? Is it absolutely true?

What is it time for you to do?

Expand your horizons - because in the end, which would you rather? Limit your options, or increase what's possible? 

​
And I'll wrap up this month with a sliver of poetry from one of my favourites, e.e. cummings:

"I thank you God for this most amazing day, for the leaping greenly spirits of trees, and for the blue dream of sky and for everything which is natural, which is infinite, which is yes."
​
Resources for you:

Should you require more evidence as to why "yes" is the way to go, from Lifehack, 12 more reasons to say yes!

Always be learning,
Darcy & the team at The Management Coach

A friend and colleague of mine recently facilitated a one day offsite with a dozen senior leaders from a good-sized Canadian organization. One of the topics the group covered over the course of the day was the idea of psychological safety and its role in the workplace. I was somewhat surprised to hear that this came as a new idea to all 12 members of this leadership team. If this concept is new to you too, here's the scoop:

Psychological safety is the idea that team members feel safe to share their thoughts, ideas, and concerns, and make mistakes without fear of being punished, humiliated, or ignored. It creates an environment where people feel safe to take risks, ask questions, and collaborate freely.

And what's the benefit of creating a culture where psychological safety is a part of the mix? Why, higher engagement levels, increased innovation, and better overall team performance, of course - and what leader and team member doesn't want more of all of that?

Here come our top 3 tips to increase psychological safety on your team - regardless of your title:

• Always be curious and ALWAYS ask more questions. Ask others people what they think. You might just learn something. And ask for help when you need it. In my experience, people (generally) like to help others. 
• Acknowledge your own mistakes. You don't know everything. When you share that you don't know the answer, or you that you've made a mistake, you give permission for others to do the same.
• And my current favorite, frame work as a learning problem, not an execution problem. Because not everything we do is rocket surgery. In fact, most glitches are at least somewhat fixable. Because life and work are all part of a grand experiment.

JOIN US! NEW TRAINING PROGRAM FOR YOU 

If you're new to people leadership and could benefit from some scaffolding as you develop your management skills, or you've been at this for a while and are tired of dealing with some of those frustrating and apparently endless people problems, I'm launching a group training & coaching program designed just for you on Friday, September 13.

I would love for you to join us in Essentials: The Manager's Survival Kit program. 

You'll find a small, supportive community of people just like you as you learn 5 top time management techniques, specific ways to develop your leadership EQ, how to lead through change, how to do those performance management conversations that happen twice a year at least with greater ease...all kinds of practical learning.

If this isn't you, there may be someone in your organization or network who's new to people leadership who would benefit so please - I'd love for you to share!

Learn more about Essentials and join us here!

Resources for you:

If you're a TED Talk fan, try this from Amy Edmondson, a Harvard Business School professor and author of The Fearless Organization who coined the phrase “team psychological safety” 25 years ago.

Click here for the Team Psychological Safety TEDx Talk from Amy Edmonston

If you prefer to read, here's a short HBR article from the wonderful Amy Gallo on team psychological safety:

Link to HBR article from Amy Gallo on Psychological Safety

And for something a little more lighthearted, some psychological safety stickers for sale (I'm a particular fan of "We all make mistaks"):

Psychological safety stickers!

Always be learning,
Darcy & the team at The Management Coach

And thank you for being part of the Water Cooler family. We are grateful for you and the work you're doing out there in the world.