Turf Hogs Are Dangerous Beasts

Turf Hogs are dangerous beasts with a voracious appetite for power. These marauders are easy to identify, but difficult to deal with. Left to their own devices, they run amok, throwing efficient teams off track.

Turf Hogs work hard at gaining credit for the ideas and work of others. They assume authority where none has been granted. They claim to be team players while invading other's territory.

When confronted, their usual defense is "Who, me? I was just trying to be a team player and help others for the good of the organization."

If you want career success, you have to deal with Turf Hogs.

My experience at American Express

I encountered one of The Kings of The Turf Hogs during my career at American Express.

Fred Y. was a peer of mine on the organization chart. His ambitions were far reaching, including having my position as Senior Vice President-Corporate Communications report to him instead of the CEO.

He often went behind my back to make decisions that affected my team's work. He checked with members of my staff "to see how things were going". He "suggested" that I attend "his" meetings where he asked for a report on my activities.

When I couldn't attend because of a conflict in my schedule, he complained to the CEO, "Ramon is not a team player."

When I confronted him, he would go into the "Who, me?" mode, accusing me of not being a team player.

What's to be done with Turf Hogs?

Dealing with Turf Hogs requires patience and a careful touch. Their I-was-only-trying-to-help rationale is hard and dangerous to cope with without appearing to be overly protective of your turf.

First of all, you must be certain that the Turf Hog's actions are damaging the organization; and that you are not simply protecting your own zone.

When the Turf Hogs' credit grabs move beyond irritation to erosion of your responsibilities, it's time to confront the culprit.

Invite him to meet with you in your office. Make it a closed- door situation. Be ready with a detailed list of his transgressions.

Cite more than one clear-cut example of your complaint with his actions. Be sure to document damage done. Fashion your position along these lines:

"I see by your recent memorandum to the boss that you have some ideas about how I can do a better job. I appreciate your taking the time to offer suggestions about how to do my job, particularly since I am sure you have a full time job just carrying out your own responsibilities.

"Don't misunderstand me. I can use all of the help I can get. But I expect you to come directly to me with your ideas. I know what my responsibilities are and the priorities our boss has assigned to me. And I know what yours are."

Chances are The Hog will fall back on the "Who, me?" dodge.

Restate examples of your point. Detail damage done. It's a good idea to continue along this line: "As I see it, we both are charged with doing our jobs in such a way that we can achieve the objectives the boss has laid out for us. The best way to do that is to respect each others responsibilities and authorities as we work together."

Don't be surprised if your Turf Hog spreads the word to the boss and others that you are not a team player. Be prepared to make your case to The Boss if he asks you for an explanation. Demonstrate that you are a team player.

Don't expect The Turf Hog to change, but you can keep the beast at bay if you take a strong, fact-based stand against his encroachments. It worked for me with Fred Y.

To subscribe to Ramon Greenwood's free semi-monthly newsletter and blog please go to http://www.commonsenseatwork.com. His advice comes from a world of experience, including serving as Senior Vice President of American Express, an entrepreneur, professional director, career coach and author.

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