A group of friends or colleagues gathers for a meeting, lunch, or a break. Spontaneous conversation happens. Topics, whether or not work-related, are random at first. Geoff offers a knowledge tidbit related to the latest comment. That prompts Vivian to offer a tidbit that's a little more arcane. She's reaching for the I-didn't-know-that reaction in the maximum number of people. When Chad outdoes Vivian, the Knowledge One-Upmanship Game is officially underway.
To win the Knowledge One-Upmanship Game, players submit "bids" — tidbits of knowledge that they believe will prove the superiority of their brains by demonstrating that they know something nobody else does. Even better, the bidder shows that what everyone else thinks they know is actually wrong, and that only the bidder knows the truth. Like any game, it has rules. Here's a sampling.
- Be cool
- Players who bid too eagerly risk revealing that they know that the one-upmanship game is afoot. It's best to make contributions during an awkward pause in the action. Pauses occur when the most recent bid is truly impressive, because the players are all searching their brains for a bid that's even more impressive.
- Extra points for minimizing others' knowledge
- Beginning a bid with something like, "It's not so simple," or, "It's even worse than that," elevates the perceived value of the bid by depressing the perceived value of the previous bid.
- Extra points for forcing another player to underbid
- One player can trap another player into underbidding by letting him or her spew for a while, and then pouncing with a bid on the same topic that puts the spewer to shame. Extra points for interrupting the spewer.
- Confessing ignorance is a sure loser
- It's a mistake to try to defuse tension by confessing ignorance of a fact someone just contributed. That player will just smile knowingly, and might add an even more arcane tidbit.
Despite an appearanceDespite an appearance of rollicking
good fun, especially with respect
to bodies of knowledge unrelated
to work, the game can become
tense and hypercompetitive of rollicking good fun, especially with respect to bodies of knowledge unrelated to work, the game can become tense and hypercompetitive. Players might conceal their frustrations when they "lose," but they might nevertheless experience hurt feelings and resentment of the "winners." The effects of repeated episodes (rematches of the game) can accumulate, eroding the relationships that form the foundation of effective collaboration.
We tend to prefer to believe that game-playing behavior is beneath us. When players sense — or hear a suggestion — that the game is underway, their rational thought processes have a chance to gain control, which reduces the momentum of the game. That's why merely acknowledging the game can sometimes bring it to a halt. Try it when next you notice the Knowledge One-Upmanship Game in progress. Or just pass this post around. Top Next Issue
Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info
For quick summaries of other games, specifically for meetings, see "Games for Meetings: I," Point Lookout for February 12, 2003.
Your comments are welcome
Would you like to see your comments posted here? rbrenjTnUayrCbSnnEcYfner@ChacdcYpBKAaMJgMalFXoCanyon.comSend me your comments by email, or by Web form.About Point Lookout
Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.
This article in its entirety was written by a human being. No machine intelligence was involved in any way.
Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.
Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.
Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.
Related articles
More articles on Workplace Politics:
- Extrasensory Deception: II
- In negotiating agreements, the partners who do the drafting have an ethical obligation not to exploit
the advantages of the drafting role. Some drafters don't meet that standard.
- How to Undermine Your Boss
- Ever since I wrote "How to Undermine Your Subordinates," I've received scads of requests for
"How to Undermine Your Boss." Must be a lot of unhappy subordinates out there. Well, this
one's for you.
- Holding Back: I
- When members of teams or groups hold back their efforts toward achieving group goals, schedule and budget
problems can arise, along with frustration and destructive intra-group conflict. What causes this behavior?
- Way Over Their Heads
- For organizations in crisis, some but not all their people understand the situation. Toxic conflict
can erupt between those who grasp the problem's severity and those who don't. Trying to resolve the
conflict by educating one's opponents rarely works. There are alternatives.
- Exhibitionism and Conversational Narcissism at Work: II
- Exhibitionism is one of four themes of conversational narcissism. Here are six patterns of behavior
that are exhibitionistic in the sense that they're intended not to advance the conversation, but rather
to call the attention of others to the abuser.
See also Workplace Politics and Workplace Politics for more related articles.
Forthcoming issues of Point Lookout
- Coming January 22: Storming: Obstacle or Pathway?
- The Storming stage of Tuckman's model of small group development is widely misunderstood. Fighting the storms, denying they exist, or bypassing them doesn't work. Letting them blow themselves out in a somewhat-controlled manner is the path to Norming and Performing. Available here and by RSS on January 22.
- And on January 29: A Framework for Safe Storming
- The Storming stage of Tuckman's development sequence for small groups is when the group explores its frustrations and degrees of disagreement about both structure and task. Only by understanding these misalignments is reaching alignment possible. Here is a framework for this exploration. Available here and by RSS on January 29.
Coaching services
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenjTnUayrCbSnnEcYfner@ChacdcYpBKAaMJgMalFXoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
Get the ebook!
Past issues of Point Lookout are available in six ebooks:
- Get 2001-2 in Geese Don't Land on Twigs (PDF, )
- Get 2003-4 in Why Dogs Wag (PDF, )
- Get 2005-6 in Loopy Things We Do (PDF, )
- Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, )
- Get 2009-10 in The Questions Not Asked (PDF, )
- Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, )
Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info
Follow Rick
Recommend this issue to a friend
Send an email message to a friend
rbrenjTnUayrCbSnnEcYfner@ChacdcYpBKAaMJgMalFXoCanyon.comSend a message to Rick
A Tip A Day feed
Point Lookout weekly feed