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'£7.8 bn is lost to British business each year due to political games.
Workers in London can expect to spend an hour a day involved in office
politics. Power struggles were cited as the most frequent cause of office
politics by over 40% of the respondents.'*
When we talk about power and politics everyone we meet has a story to tell, and usually these tales
involve a Machiavellian triumph of self interest over service and unhappy endings all round. Almost
all describe situations where time, energy, trust, goodwill and relationships are damaged. When we
dig further, we discover that the net result is usually another loss on the balance sheet - financial and
emotional. Woven into these stories is a heartfelt desire by most people to do good work, to achieve,
to succeed, to do the right thing. One of the most serious obstacles they come up against is negative
political activity and abuses of power - DirtyTricks!
In 'DirtyTricks at Work', the team from Politics at Work will help us explore the games that are
all too common in our organisations and inter-company relationships. How do men and women play
the game differently? What would help you become more effective at navigating politics in your
company? What if you could help your clients cut through negative politicking and emerge with
integrity intact and credibility enhanced? How much more enjoyable could work become?
The great news is that these dirty tricks can be neutralised and turned into positive outcomes for all
concerned. This session will be challenging, interactive and fun. We'll learn that there are ways of
tackling some of these issues and raising the integrity and success of the whole organisation.
Politics at Work are original thinkers in this difficult area and have some dynamic and practical
ideas for you about where and how to play the game. They offer a range of training, development and
consultancy services to support smart organisations that want to do something positive about these
issues. Their clients typically use them to support the development of senior managers, help deliver
change initiatives and assist with leadership development. Frequently it will be managers from the
organisation's talent pool who need to build skills, knowledge and awareness quickly.
* The Office Politics Report, Reed Executive PLC, 2002
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