The "Wise Owl, Clever Fox, Innocent Sheep, and Inept Donkey" model is a framework used to understand and analyse behaviour within organizational politics. It focuses on two key dimensions:
Political Savvy/Awareness: How well an individual understands and navigates the political landscape.
Integrity/Self-Interest: The degree to which an individual prioritizes the organization's interests versus their own.
Here's a breakdown of each character:
Wise Owl:
High political savvy and high integrity.
Understands the political dynamics and uses their knowledge to benefit the organization.
Acts ethically and builds trust.
They are able to navigate the political landscape, while still maintaining high ethical standards.
Clever Fox:
High political savvy but low integrity.
Understands the political dynamics and uses their knowledge for personal gain.
Can be manipulative and opportunistic.
They are very aware of what is happening around them, but use that information for personal gain.
Innocent Sheep:
Low political savvy but high integrity.
Well-intentioned but naive to the political realities.
Can be easily influenced or taken advantage of.
They are people who have high integrity, but are not aware of the political environment around them.
Inept Donkey:
Low political savvy and low integrity.
Self-serving and unaware of the consequences of their actions.
Can cause disruption and damage.
They have low integrity, and also have low political awareness.
How to use this?
This model can be a valuable tool for:
Raising Awareness:
Use the model to facilitate discussions about organizational politics and different behavioral styles.
Help team members recognize these patterns in themselves and others.
Promoting Ethical Behavior:
Encourage the development of "Wise Owl" behaviors.
Highlight the negative consequences of "Clever Fox" and "Inept Donkey" behaviors.
Improving Team Dynamics:
Identify potential areas of conflict or manipulation.
Develop strategies for navigating political challenges.
Leadership Development:
Help leaders understand how their behavior impacts the team.
Encourage leaders to foster a culture of integrity and transparency.
Here are some ways to implement this within a team:
Workshops and Discussions:
Present the model and discuss each character's characteristics.
Use case studies or real-life examples to illustrate different behaviors.
Facilitate open discussions about how these behaviors manifest within the team.
Self-Reflection and Peer Feedback:
Encourage team members to reflect on their own behavior and identify their dominant character.
Facilitate constructive peer feedback sessions to provide different perspectives.
Scenario Planning:
Present hypothetical scenarios involving organizational politics.
Ask team members to analyze the scenarios and identify the characters involved.
Discuss how to navigate the situation effectively.
Team Development Activities:
Use the model as a framework for team-building activities that promote collaboration and ethical behavior.
Encourage team members to support each other in developing "Wise Owl" characteristics.
Important Considerations:
This model is a tool for understanding, not labeling. Avoid using it to stereotype individuals.
Focus on behaviors, not personalities. People can exhibit different behaviors in different situations.
Create a safe and supportive environment for open and honest discussions.
By using this model effectively, you can help your team navigate the complexities of organizational politics and foster a more ethical and productive work environment.
The stereo typing above can be brought up to date:
the "Wise Owl, Clever Fox, Innocent Sheep, Inept Donkey" model is a useful starting point, it can be overly simplistic and potentially lead to harmful labeling. Let's create a more nuanced and constructive framework, focusing on observable behaviors and developmental potential, rather than fixed character types.
Instead of labels, we'll use a two-axis matrix:
Axis 1: Strategic Awareness (formerly "Political Savvy")
This axis measures an individual's understanding of the organizational environment, including power dynamics, relationships, and goals.
It ranges from:
Low Awareness: Limited understanding of organizational dynamics.
Developing Awareness: Growing understanding of how the organization works.
High Awareness: Strong understanding of organizational dynamics and ability to anticipate potential issues.
Axis 2: Ethical Contribution (formerly "Integrity/Self-Interest")
This axis measures an individual's contribution to the organization's goals, balanced with their ethical behavior.
It ranges from:
Detrimental Contribution: Actions that negatively impact the organization or its ethical standards.
Neutral Contribution: Actions that have little impact on the organization.
Positive Contribution: Actions that benefit the organization and uphold ethical standards.
Instead of fixed characters, we'll focus on quadrants:
Quadrant 1: Strategic Contributors (High Awareness, Positive Contribution)
These individuals understand the organization and use their knowledge to drive positive change.
They build strong relationships, foster collaboration, and act ethically.
This replaces the "Wise Owl" but removes the idea that this is a final state, and focuses on positive action.
Quadrant 2: Strategic Manipulators (High Awareness, Detrimental Contribution)
These individuals understand the organization but prioritize their own interests over the organization's.
They may use manipulation, deception, or other unethical tactics.
This replaces the "Clever Fox" but is less of a personal attack, and more of a description of negative actions.
Quadrant 3: Unintentional Supporters (Low Awareness, Positive Contribution)
These individuals are well-intentioned and contribute positively, but they may lack the strategic awareness to maximize their impact.
They may be easily influenced or taken advantage of.
This replaces the "Innocent Sheep" and again removes the negative connatations.
Quadrant 4: Hindering Factors (Low Awareness, Detrimental Contribution)
These individuals lack both strategic awareness and ethical commitment.
Their actions may disrupt the organization and cause harm.
This replaces the "Inept Donkey" and focuses on the negative actions, not the person.
How to Use This Framework:
Behavioral Observation:
Focus on observing specific behaviors rather than making assumptions about personality.
Ask questions like:
"How does this person navigate complex situations?"
"How does this person contribute to team goals?"
"How does this person respond to ethical dilemmas?"
Developmental Focus:
Use the framework to identify areas for development.
For example:
Individuals in Quadrant 3 may benefit from training on organizational dynamics and communication skills.
Individuals in Quadrant 2 may benefit from coaching on ethical leadership and conflict resolution.
Team Discussions:
Facilitate team discussions about organizational dynamics and ethical behavior.
Use the framework to guide the discussion, focusing on specific behaviors and strategies for improvement.
Instead of saying "You are a fox" you would say "The actions that you took within that situation, displayed a high level of strategic awareness, however the outcome of those actions were detrimental to the teams overall goals. How could we have changed the outcome?"
Leadership Guidance:
Leaders can use this model to understand team dynamics, and to guide their teams.
They can use this to identify areas where training is needed, and also to see where there are possible toxic behaviours.
Benefits of This Approach:
Reduces the risk of harmful labeling.
Focuses on observable behaviors and developmental potential.
Provides a more nuanced and constructive framework for understanding organizational dynamics.
Creates a safer environment for discussion, and improvement.
