Other managers meeting w/ my directs w/o my knowledge

Submitted by Anonymous (not verified)
in
General Questions and Comments
Is there ever a scenario in which one should talk to the directs of another manager without that manger's knowledge? Our corporation is undergoing a shift to sector based groups rather than functional based groups. Prior to the big change, two managers decided to pull my directs aside individually and talk to them about the risks associated with this corporate directive, with the intent of keeping the team as-is. There are no issues related to corporate authority levels, as we are at the same level and same age. I'm just totally blindsided by this, and now wonder how to trust these managers again to work effectively together. Any thoughts? Thanks for your time
Submitted by Lance Emerson on Tuesday October 21st, 2014 3:30 pm

Are you saying the two managers are trying to get around the corporate directive?
I may not be reading this correctly, but if I am, you have:
- Collusion between two managers to undermine the directives of the corporation.
- At best a lack of respect for your authority over your directs.
- A bunch of sneaking around going on.
I think your only question would be whether to take this to upper management. You need to have an open discussion with the managers who decided to drag your directs into their scheme, if that's what happened. 

Submitted by nosurprises3000 on Tuesday October 21st, 2014 11:47 pm

Thanks for your comments 
i guess what I'm looking for is advice on moving past feeling slighted by my counterparts. I know there's always politics in the office but something just feel like it is too much of a hurdle
Turn the other cheek? Bring it all out into the open? Avoid all together?
discussing could prove difficult because, as a podcast says, everyone usually assume they have good intentions. 

Submitted by Kevin Picton on Wednesday October 22nd, 2014 12:38 am

I'm wondering how you found out.  If your directs told you that this happened, then I'd start with them.  The best advice you can give them is to commit to the changes and make damn sure that if the changes are to fail then they do not fail because they were not committed to the change and undid it from the inside.
How to approach your fellow managers would depend greatly on your existing relationship with them (which doesn't sound all that great).  You could just bring up the changes in a casual conversation with them and base any further action on what they say in that conversation.  You could use peer feedback on them about their conversation with your directs, but this is pretty hairy territory.  Similarly, I'd not want to raise it with more senior management based on what you think they said to your directs.  Would it be possible to orchestrate some kind of discussion regarding the changes in a staff meeting where everyone would need to reaffirm their commitment to the changes or speak up against them?
They appear to be committing career suicide.  Senior management should find out in the course of events without you helping them to find out by throwing people under the bus.  Even if they are driving the said bus, you don't want to be known for that. 
Tricky one.
Kind regards
Kevin