Bunker Strategy: Navigating Workplace Challenges

The Relational Manager with a Transactional Employee

Maverick, a relational leader, values mutual respect, collaboration, and team success. His leadership style reflects written rules that align with relational language. These attributes become vital when managing Elsa, an employee operating from a transactional mindset.

Elsa’s behavior includes:

• Minimal collaboration
• Prioritizing individual tasks over team goals
• Seeking personal recognition
• Taking credit without acknowledging the team
• Withholding information unless it benefits her
• Rigid job boundaries: “That’s not my job”
• Avoiding responsibility
• Deflecting accountability when issues arise

To maintain professional integrity and protect team cohesion, Maverick can apply the Bunker Strategy, which leverages policy, governance, and structured communication.

1. Building Maverick’s Bunker: Governance for Leadership Integrity

Rather than reacting emotionally or becoming personally involved, Maverick grounds his actions in the organization’s formal framework:

• HR Policies & Code of Conduct: Define standards for professional behavior and teamwork.
• Job Descriptions & Role Expectations: Clarify scope, responsibilities, and accountability.
• Performance Reviews & KPIs: Keep conversations focused on measurable objectives.
• Strategic Vision & Team Charters: Align actions with company-wide goals and values.

These written rules act as Maverick’s referee—allowing him to remain relational while addressing conflict with clarity and authority.

2. Strategic Responses to Elsa’s Transactional Behaviors
3. Minimal Collaboration

• Issue: Elsa avoids teamwork and prefers working independently.
• Bunker Response: “Collaboration is outlined in your role. Let’s identify how your strengths can support the wider project.”
• Action: Set shared goals and include cross-functional input.

1. Recognition Seeking

• Issue: Elsa seeks credit over contribution.
• Bunker Response: “Let’s ensure team efforts are acknowledged in line with our values.”
• Action: Use shared dashboards or tracking platforms to show all contributions.

1. Withholding Information

• Issue: Elsa shares updates selectively.
• Bunker Response: “Let’s implement a weekly update to ensure transparency.”
• Action: Emphasize open communication as a workplace policy.

1. Rigid Job Boundaries

• Issue: Elsa often says, “That’s not my job.”
• Bunker Response: “Flexibility supports team success and aligns with your broader role.”
• Action: Reinforce adaptability as part of career development.

1. Avoiding Responsibility

• Issue: Elsa distances herself when things go wrong.
• Bunker Response: “Let’s confirm action items in writing to ensure clarity.”
• Action: Reference documented expectations during performance reviews.

3. Implementing the Bunker: Maverick’s Step-by-Step Approach

1. Document Key Interactions: Keep a record of conversations, agreements, and inconsistencies.
2. Use the Language of Policy: Stay neutral—respond with governance, not emotion.
3. Model Relational Leadership: Combine empathy with structure and accountability.
   • Relational Language: Educates and empowers.
   • Transactional Language: Criticizes and disempowers.
4. Engage HR or Mentors: Seek support to manage ongoing issues effectively.
5. Escalate When Needed: If behavior persists, follow formal procedures.

4. The Outcome

By using the Bunker Strategy, Maverick:

• Remains anchored in professionalism and avoids personal conflict.
• Uses governance, not emotional reaction, to communicate clearly.
• Reinforces fairness and accountability, ensuring a safe and functional workplace.

Even when team members operate transactionally, Maverick’s relational leadership—rooted in policy and strategic clarity—preserves team cohesion and professional standards.

Next Module: Navigating workplace conflict between two employees.