Wise leaders must take an adversary seriously because they have the power to impede our mission.

Leaving our people and organization to fate is not good leadership. Dealing effectively with those intending to attack our people and mission is our responsibility. Some challenges may be due to bad fortune, others come in the form of a human adversary. They may be internal or external to our organization.

Know thy adversary

Managing adversarial relationships is an advanced skill you can learn. The best leaders find ways to protect themselves, their teams, and their mission from them.

When people devoted to bureaucracy dissuade employees from giving their best work, those in charge should examine why. Year after year Gallup tells us nearly the same story; that most employees are disengaged or actively disengaged.

What is our responsibility when our primary adversary lies within the organization? This poses tremendous challenges for influencers desiring to move away from bureaucracy towards Humanacracy. Coming against legacy thinking and the fixed mindset is an obstacle. However, it is not unsurmountable.

Shepherding your people well doesn't tolerate people hurting other people. We should avoid accepting legacy thinking that cripples organizations, hurt clients, and limits employee potential. The shepherd leader doesn't try to be like the adversary. While we could try that, we risk becoming one ourselves. There is a better way.

Instead, leveraging our core principles we use our best strengths and those of our ally's to neutralize harm. We proceed to complete our assigned mission while protecting the team consistent with our character. We do it in ways that strengthen us, our teams while reducing the power of those that oppose the organizations' mission.

The shepherding approach to neutralizing the adversary

Rule #1: Accept they exist

Recognize the adversary by their behavior (not their words). Most adversaries have been at this for a long time. They have followers. Some may admire them. Their title might be higher than yours and you might even feel their charm influence you from time to time.

By now, anyone that has ever stood up to them is gone or has been removed. If they are still there, they may have a lesser title and been marginalized. They have been taught their lesson.

Understand that individual strength and defiance will not be effective on this person. They are not for you. Attempts to change them will drain your energy and slow your pace towards accomplishing your mission.

You can't change people, but you can redefine the relationship.

Rule #2: Show kindness

Our first responsibility as a shepherd is to take care of our people; nothing more, nothing less.

Maintain the safest environment possible. As we do this, show kindness and give respect to everyone around us. When you don't have power, rise above the conflict. When facing adversity, you have the opportunity to grow into your best self. Others are watching you. They always do, but now, more than ever.

Add value to people and the organization while maintaining a positive attitude. Doing so wins others to your point of view and increases the probability of receiving help should you call for it.

Rule #3: Be wise

Show deference to the adversary. Resist openly defying the one with the higher title. Our job is not to provoke them, instead find ways to move their eyes and energy away from you and the team. This will provide you time to determine your next steps.

Bullies enjoy picking on those weaker than them. They especially like it when you defy them openly. When you do it gives them a platform to show their power. They love to push over the easiest targets. Don't forget, they do have power and how to use it more than you.

Rule #4: Embrace patience

The fact that time is on your side is good news. There is always a bigger title and people with more influence could intervene at any time. People that hurt others on purpose may find themselves removed from their role in a dramatic fashion. Others like you may already have allies taking action. Be patient and take care of your team. Help may be on its way.

Consider the unseen forces at work.

They may leave the organization

If the culture is healthy enough, the offender may get the message that their behavior doesn't fit. They may choose to find a better hunting ground or asked to do so.

They self-destruct

The adversary's behavior doesn't stop at work. Their way of living and treating others extracts a toll on all those they touch. In fact, it could be what they do outside the job that tempts them to hurt and control the people they manage. We know hurt people hurt people. Sometimes this leads to taking themselves out of the situation.

Transformation

The kind of leader others want to follow have space in their heart for empathy. That doesn't remove accountability for actions poor leaders do. It's just we don't enjoy seeing anyone self-destruct.

It is possible they could have a change of heart. That would be the best outcome. It could happen; each of us has experienced a transformation at some level. The best leaders hold out hope that all people might grow in self-awareness leading towards reconciliation.

Last thoughts

Consider carefully your course of action when facing the adversary. Eyes wide open, lead with your character and you can find a path to lead your people and achieve the mission.