I noticed some interesting, practical notes regarding ‘organisational political dynamics’, from the new book, The Age of HR. Since this was relatable from past experiences and valuable to reflect on, I thought of sharing. Have you been able to observe dominant coalitions in your organisations?


These notes are from Chapter 59 – To Be or Not to Be Part of the Dominant Coalition as the CHRO: Understanding the Political Dynamics of Your Organisation and How to Deal with Them, written by Dirk Buyens, Koen Dewettinck, and Silke Van Gansbeke

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* It is helpful to recognise that politics and political behaviour are an inherent part of organisational life.
* In Darwinian terms, ‘survival of the fittest’ in this context often means those who are able to adapt best to the political environment are often the winners. 
* In executive committees, we once again observe striking differences in who truly has influence and who does not.

* The dominant coalition can be defined as the group of individuals who, relative to their peers, exert a disproportionate level of influence over organisational decisions. Every company contains employees who, over time, gravitate towards the centre of decision-making in the organisation.
* In practice, dominant coalitions are rarely secretive. Most employees are aware of who belongs to them, and very often it is functionally driven.

* For a CHRO, it is crucial to understand what we refer to as the paradox of the right strategy. The ‘right’ strategy is typically one chosen that delivers quick wins soon. Even if an alternative strategy might have produced superior long-term outcomes, this can never be proven. Challenging the dominant coalition on this basis is therefore futile and politically suicidal.

* The fundamental question CHROs must ask is: “How important is it for me to be part of the dominant coalition, and what price am I willing to pay?”
* Being part of the dominant coalition as a CHRO ensures that HR processes and policies are taken seriously when key decisions are made. The downside is that HR may be perceived as less neutral, undermining the role of the credible activist.
* Remaining outside the dominant coalition enhances perceived neutrality but risks HR initiatives being dismissed as mere exercises that aren’t taken seriously when it truly matters. 
* Ultimately, successfully sensing and navigating dominant coalitions requires strong political skills from the CHRO. 
* There must be a balance between the degree to which an organisation tolerates political behaviour and one’s own personal tolerance for it.
* Some CHROs are dismissed for being too naïve; others for being overly political. In all cases, dominant coalitions – and how CHROs engage with them – profoundly shape their careers. Purposeful self-management is therefore indispensable.
* Until CHROs navigate the political nature of organisations, they will continue to be limited in their impact. 
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