Career satisfaction,  EQ,  Executive Presence,  Happiness,  Leadership,  productivity,  Stress Management,  Success Strategy

Organization Politics – How We See It Can Change the Meaning

“I really like doing my job, but I hate politics. When I ask others, everyone says the same thing; they hate politics. If no one likes it, then who creates them in the first place”? My friend Barb sighed as she and I were catching up over coffee on a beautiful sunny spring afternoon.

We commonly use the term “politics” to describe an action people engage in to advance their self-interest at the cost of their colleagues’/team’s interest. It is a win-lose game driven by the intention of gaining something for a selfish purpose.

As someone who spent 20+ years both inside organizations and then coaching organization leaders, I get inquisitive about this. Barb’s comment made me ponder even more. Very timely, the book by Jennifer Garvey Berger, Changing on The Job-Developing Leaders for the Complex World, sheds some light on this curiosity. According to Dr. Berger’s research (based on renowned developmental psychologist Robert Kegan’s work), we make sense of the events around us based on our mind’s form at that stage. Constructive-developmental theories focus on development in specific ways at issues like authority, responsibility, and ability to tolerate complexity and ambiguity. As people develop their form of mind, they can better take others’ perspectives, become more aware of their own emotions, and react to life events.

The Forms of Mind (Human Development Stages)


The only perspective a person in this form of mind can hold is of his own. Any different perspective is mysterious to them. A typical question at this stage – “What is in there for me?” A typical reaction in disagreement – “You are either with me or against me.”


A person can take and become embedded in the perspective of other people/theories/organizations/social groups. Judging right and wrong come from the perspective of others. Typical question- “What will others say?” Disagreement – “You are either with them or with us.”


A person can take multiple perspectives while maintaining his own. Often uses others perspective to fine-tune his own. Typical question- “How does this forward my bigger goals/values/principles.” Disagreement – “I seek to understand your reason for holding a different opinion.”


A person can see and understand other perspectives and uses those to continuously transform his own system, becoming more expansive and more inclusive. Typical question- “What can I learn from this.” Disagreement- “I am interested in all the views because that pushes my thinking around and helps me learn.”

It is quite natural that a person with a self-authored form of mind can sometimes act as socialized or even self-sovereign in a stressful situation. When we say someone has a self-authored form of mind, it means it (self-authorship) is the highest level of complexities they can hold in their mind. According to Dr. Berger, we see mostly socialized and self-authored forms of mind in the corporate world. As we grow, we do not cleanly move from one stage to the next; we sometimes stay in the mid-point of two stages or forms.

Adults in their 30s/40s might notice the tension between two very distinct choices, “if I do x it will go against my family/community/group norms, but I am longing for doing something more meaningful to me and x gives me that”. We often label this kind of dilemma as the “mid-life crisis”.

In my life, it showed up when I was noticing my lack of fulfillment in my corporate job, and I was feeling the urge to go for something creating a more direct impact for people.

The Forms of Mind Applied in Everyday Situation

Using this form of mind or development stages theory as a basis, some of the “politics” can be explained. Here is a typical example from everyday corporate life –
Alice just presented a plan for a 9-month project to her boss’s direct reports and some partner teams. Nathan, a peer, raised some concerns that might require Alice to go back to the drawing board. Here are three possible scenarios for how Alice would react to this:

Scenario 1: Alice becomes afraid and suspicious that Nathan is trying to show off his own talent. She knew Nathan, and she doesn’t get along, and this is another “proof” of that.

Scenario 2: Alice is disappointed that Nathan is creating trouble for the team. She knows he doesn’t get along with others well. She thinks that Nathan is not a team player, and his contributions lead to disruptions.

Scenario 3: Alice knew she was missing something, and Nathan’s concerns helped her and others discover it earlier than later. She wished she knew about those sooner, but hey, it is better now than too late in the project. She wanted to get others’ inputs, and she is glad that at least Nathan spoke up, which allows her to make the plan more robust. Though she didn’t agree with all of them or the way Nathan articulated those, Alice recognized some of the valid points in Nathan’s concerns.

What form of mind Alice had in these three scenarios? You might have guessed already that these scenarios reflected self-sovereign, socialized, and self-authored forms of mind, respectively. Anyone familiar with the corporate culture may agree that the third scenario would be most effective in this case. Why is not everyone embracing it then?
The bad news is, we don’t see what we don’t see. It directly correlates with our form of mind, and that can’t be changed overnight by throwing a few pieces of training or feedback. However, there are some ways we can start building towards a higher form of mind that can hold higher complexities. Here are some key points to ponder –

  • “Politics” may exist but not always because someone is being vicious and is coming after you or your team.
  • When you feel a strong negative emotion about someone’s behavior, notice and accept it, “I am feeling sad/mad/disappointed/angry, I wonder what triggered this in me.” Please share your thoughts (possible explanations, stories) with someone more experienced and see their perspective.
  • When you judge someone’s intention as bad, challenge yourself – what data is supporting that. What data is supporting the counter-argument? Writing down helps to see things more objectively.

Tying it Altogether

Holding opposite perspectives, complexities are essential to our growth as humans. Not every one of us will become transforming leaders like Nelson Mandela or Dalai Lama, but we can definitely develop our form of mind. The world is becoming more complex and diverse every day, and so are our workplaces. The recent election cycles in the US and the apparent extreme point of view made it very clear. It is high time we prepare ourselves to understand that beauty in complexities and thrive together!

Related Article: Caterpillars to Butterflies: Human Maturity Stages
Book: Think Again: The Power of Knowing What You Don’t Know- by Adam Grant

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