The Politician Manager: Winning Office Politics, Losing the Team

There’s a type of manager who thrives - not by creating value, but by mastering the art of perception. They don’t lead teams; they lobby stakeholders. They don’t build strategies; they build alliances. Let’s call this phenomenon what it is: politician syndrome.

At first glance, these managers might appear like superstars. They’re always in the right meetings, dropping the right buzzwords, and fostering relationships with higher-ups that seem, well, strategic. But beneath the surface lies a different reality: their teams feel neglected, unsupported, and, worst of all, invisible.

Why Only the Team Notices

Here’s the thing about politician managers: their charm doesn’t extend down the hierarchy. To their teams, they’re often absent - both physically and emotionally. Priorities? They revolve around optics, not output. Decision-making? It’s less about empowering the team and more about ensuring their personal brand stays untarnished.

But here’s the kicker: those at the top rarely see it. Why? Because politician managers excel at managing up. They’re masters of creating the illusion of competence, carefully crafting their image to seem indispensable. Meanwhile, their teams quietly carry the burden of unmet deadlines, unclear goals, and a growing sense of frustration.

The Cost of Politician Syndrome

This behavior doesn’t just hurt the team - it erodes the organization as a whole. When teams feel unsupported, innovation dies. When employees see political maneuvering rewarded over genuine leadership, morale plummets. And when the best talent realizes their growth is stunted under such managers, they leave.

It’s not just an issue of poor leadership; it’s a silent killer of organizational culture.

How Companies Can Spot It

So, how do you expose this hidden epidemic?

1. Look Beyond the Charm. Don’t just measure a manager’s performance by their relationships with senior leaders. Dig deeper - talk to their team. How do they feel about their manager? Are they thriving, or are they disengaged?
2. Examine the Metrics. Are their teams consistently underperforming despite the manager’s apparent competence? A gap between perception and reality is often a red flag.
3. Encourage Upward Feedback. Foster an environment where employees feel confident to share their experiences openly, knowing they won’t face backlash or negative consequences. Honest feedback can shine a light on hidden dynamics that wouldn’t otherwise surface.
4. Reward Leadership, Not Lobbying. Ensure that promotions and recognition go to those who empower their teams, foster collaboration, and drive results - not just those who play the political game.

Leaders, Ask Yourself This

Are you building an environment where leadership is measured by the impact on teams, not just the impression on executives? Politician syndrome thrives in cultures that prioritize visibility over value. If you want to root it out, start by redefining what success looks like in your organization.

The best managers don’t need to lobby for recognition. Their teams are their greatest advocates because they’ve earned it. So, next time you’re assessing your leadership pipeline, ask yourself: are you cultivating true leaders or simply enabling skilled politicians?

Because here’s the truth: no company can afford to be led by lobbyists. Real growth comes from those who lead with purpose, not personal agendas.

Your teams notice.