Brown Nosing and the Destruction of an Organization

Where is the line between enthusiasm and brownnosing? It is like the quality of a great painting. It is difficult to define but we all know it when we see it. A big part of the impression comes from what we think of the individual’s personality. People that are not well-liked are construed to have ulterior motives just because we don’t like them. It is fuel for the fire. But what is it that tips the balance? Is it one act or a series of smaller things? Most people who develop the reputation, at least in my observational experience, set a pattern but it is usually one event that seals the deal. There is a common measure of what is expected in a co-worker. All jobs have some inherent unpleasant things which need to be done. It is the nature of work. People expect that. Most people want to get the job done and go home where the enjoyment is located. The brownnoser is different. An extra duty, particularly a “face time” event where it is generally considered a pain to participate finds the brownnoser overwhelmingly excited to be able to attend. That is one of the recognizable differentiating factors which identify the individual. Another identifying factor is the desire of those individuals to stop at any moment and tell anyone at great length how valuable the brownnoser’s efforts are and how the organization would be doomed without those efforts. Other co-workers contributions are recognized but one gets the sense of a grudging acceptance and feigned over-enthusiasm rather than real enthusiasm. In order to make themselves part of the “in-crowd”, the brownnoser always speaks to others in a “just between us people in the know” attitude in order to give the impression that they are part of the inner circle. This usually involves dropping names of the powerful in the organization. This sucker fish approach to riding on the coattails of power is an attempt to leverage the brownnoser into a position of more power in the organization. In Washington, DC, the saying is “The appearance of power is power”. That is because if someone thinks you are powerful, they will treat you with the proper deference, and therefore you are powerful because you get what you want. The brownnoser uses name-dropping to associate themselves with the powerful in order to appear to be part of that group.

The error in this approach with a smart boss is that the experienced intelligent boss also recognizes brown-nosing for what it is. Unfortunately, brownnosing often works. I remember an engineering job years ago where a peer that was universally regarded as a weak performer by his entire group of peers, with good reason, was rated number one in potential by management primarily on the basis of his organizing golf tournaments which had nothing to do with his job. That is a recipe for poor morale and disgruntled employees. A number of excellent engineers left the organization because of that situation. Communism was ultimately doomed to failure because it flew in the face of human nature. If there is no incentive to work harder, why would anyone do it? The brownnoser does the same thing to an organization. If the brownnoser succeeds preferentially, the other employees stop performing because they recognize their legitimate efforts are in vain. Their only defense is to begin brown-nosing as well and you end up with an organization consisting of two factions: the competing brownnosers and the disgruntled employees doing the minimum to maintain their jobs. Unfortunately, most of us have been in an organization like that at some point. The only way to maintain your drive is to find another place to work. In fact, the most likely people to leave are the best performers because they are in the best position to get better jobs. You cannot work for long for people you don’t respect and those who unwittingly respond to the brownnoser are not respected. Therefore, to maintain the quality of an organization, managers must recognize the brownnoser and not allow their actions to reap favoritism. Only by avoiding that mistake will productivity and morale be sustained.

Leadership Skills

What has happened to leadership skills? I’ve noticed a great tendency toward non-confrontational leadership recently. There is a widespread philosophy of what I call “Punish the innocent for the offense of the guilty”. I noted this process a lot in the military, particularly during my time with the Marine Corps, but it is also present in the Navy and in civilian settings as well. The scenario is usually like this: 1) Something happens which causes some angst for the boss or gets noticed; 2) a knee jerk policy is put in place to prevent anyone from making the same misjudgment even though only one of 10,000 people did it. A more specific example: A large group of military members goes out in town in a foreign country. Of the huge crowd, one or two, misbehave. Therefore, leadership doesn’t allow any else to go out, punishing the 99% who behaved responsibly for the crimes of the one or two who didn’t. Another example: One person abuses a phone privilege. Therefore, no one can use the phone. Once again, punish the innocent. Last example: A specific individual makes an obvious error in judgment or omission. Therefore leadership states, “It is a process problem” and appoints a team to study the process and make recommendations, instead of confronting the specific individual.

Why does this happen? The first reason is laziness. Rather than investigate and hold the specific individuals accountable, it is easier to make a blanket policy despite it being the wrong course of action. The second reason is to avoid uncomfortable confrontation. I am not sure whether people are scared or wimps but sometimes leadership means getting in someone’s face and calling them to account. The R. Lee Ermey style in Full Metal Jacket is extreme but you get the picture. Wimps are terrible leaders, particularly in the military. Individual responsibility is a key to success. I find it ironic that the Marine Corps, which does individual responsibility better than anyone, uses the mass punishment a lot. By using these techniques and a “one strike, you are out” policy, our society creates a group of never make a decision, never take a chance, always form a committee leaders who are ineffective. They are always late with decisions because they run them past everyone who will listen before a decision is made. The decision is usually issued with disclaimers in case anyone doesn’t like it. I heard someone say once, “I am not sure what the path to success is but the sure path to failure is trying to please everyone”. People like Ulysses Grant, William Sherman, George Patton, etc. who were politically incorrect would not do well in today’s leadership models.
Leadership positions are lonely and involve pissing people off on occasion. I look at it this way: You can either occasionally take a turn taking on the responsibility for driving the bus or you have no right to complain when it shows up someplace you didn’t want to go. Authority and responsibility go hand in hand. One cannot be held responsible for something one has no control over. One cannot have power and not be held accountable for actions taken with that power. It is not enough to walk around with a business card that says you are a leader. The skills must be exercised daily. You don’t have to tell people if you are a leader, they will know by watching you.

Fooling Them Most of the Time

An interesting Zogby poll came out in the last couple of days which shows some of the influence of the main stream media and in some ways how it causes results it doesn’t desire. While the networks and cable outlets have been trashing the Bush Administration for years and managed to get the approval rating for the President down to the lower 30s, the approval ratings for the Democrat-led Congress they favor is down to a historically low 18%. The House of Representatives under Nancy Pelosi has effectively done nothing and the Senate is the same under Harry Reid. Both leaders spend all their time making speeches about how bad the current administration is but never seem to offer more effective alternatives. In the public’s view, the Democratic Party is determined to lose the war without regard to consequences and they plan to lose it as a way to gain political power. This is clearly not the way to win in November 2008. The latest stay up all night and debate Iraq stunt was seen for the inane political theater it was and the public does not seem to be pleased. I have no idea who is advising Harry Reid but, whoever he is, his former career as a grocery bagger seems a safe bet in the near future. Reid, one of the two Senators from “the state which shouldn’t even be a state” (almost all federal property), is the poster child for inability and distasteful politics. The best thing for the Republicans to do between now and November 2008 is to have Reid and Pelosi on television as much as possible. By constantly giving coverage to these two shrill whiners, the networks have created a result they clearly don't want.

The other interesting item from that poll is how about 60-70% of people polled were quite content with their personal finances. However, despite all-time record high stock market closings, low unemployment, record home ownership, etc., only 20% thought the US economy was doing well. Let’s see if I have that straight: most feel they are doing well, almost everyone has a job and has a place to live, stocks are booming but the economy stinks. That demonstrates the mainstream media in action. They rave about how good the economy was at the end of the Clinton presidency, which was not nearly as strong as today’s, but at the same time say today’s economy stinks. These are the same people who lambaste Fox News and claim that they themselves have no political agenda. There are a lot of ill-informed and gullible people in this country but I don’t think there are enough for the Democrats to pull this off. At least I hope not.