STRATEGY

If the faint praise of a direct report makes you uneasy, then intense praise will make you sick. The workplace brownnose who trumpets your praises no matter what you do is actually undermining your credibility and authority. The public nature of extravagant flattery, often in your presence, adds embarrassment to the mix. The longer the praise goes on, the more you risk having other direct reports believe this is how to impress you and is what you value in the workplace. Expect an initial response of shock and surprise to your efforts. Next will be pleas of innocence, not for their actions, but for their intent. They may even try to brownnose you in this meeting! That's why you must be unrelenting in emphasizing that it is the perception of their actions and comments that is destructive, regardless of their intent.

TACTICS

• Attitude: You should be offended and annoyed by brownnosing behavior. Such a direct report is calculating and shallow and implies to others by their actions that you may be the same. A direct report who thinks you'll be impressed by transparent praise and unsought personal attention is insulting your integrity and should make you angry.
• Preparation: Be ready to refer to the instances the individual's behavior made you feel uncomfortable, why you felt uncomfortable, and the impact on others. Don't worry about exact times and dates, just make a list from your own memory. Highlight any daily or weekly pattern of brownnosing rituals. If other managers have commented to you about your unwanted office buddy, include their observations and resultant comments.

  

• Timing: When your gut tells you you're a target, act. An ideal time to do so is immediately following a public display by the “suck up.”
• Behavior: Turnabout is fair play in the embarrassment department. By initiating your dialogue publicly you'll also demonstrate your annoyance to other subordinates.

ADAPTATIONS

This script can be modified to:

• Deal with the giver of unsolicited gifts and office freebies.

KEY POINTS

• Initiate the dialogue immediately after an incident takes place.
• Make a list of examples of incidents from memory, highlighting patterns.
• Be direct and forceful.
• Stress the debilitating effect such behavior has on others.
• Focus on job performance as the way in which a direct report can impress you and gain respect.