Do you ever get frustrated when people refuse to take ownership of their mistakes? Well, we all get frustrated from time to time. One of my biggest frustrations is with people who do this.
As long as I can remember, I have had this pet-peeve. As a little girl, I would get upset with my sisters and friends when they would blame others for their choices.
As a leader, I have worked with a variety of people. Usually, I am very even-tempered; however, when people fail to take ownership of their mistakes and shift blame, it really frustrates me.
Several years ago, I worked with an individual who would never accept responsibility for their actions. When he first joined our team, we met to define his responsibilities.
At first, we would meet at least once a week to check-in. After the first couple of meetings, I began to notice every time I raise an issue or concern, he would deflect and never address the issue.
Over the next several months, when asked why specific things were not getting done, he would give an excuse or shift the blame to someone else.
To be a good team member, it is essential to build relationships with others. Blaming others will only create enemies.
Needless to say, it was a challenging year. The entire team was very frustrated, and I knew I had to step up as the leader. After a year of the blame game, it was time to make a change.
As I reflected on my decision to release the individual from the team, I ask myself several questions:
- First, why did it take me so long?
- Second, what steps could I have chosen to help this individual?
- The third and the most critical question was, did I create an environment where it was okay to blame others for your mistakes?
As a leader, it’s essential to model your expectations. According to Michael Hyatt, “If you are a leader, like it or not, you will replicate yourself. Your followers will adopt your behaviors and habits.”
Leaders set the tone for their organization. So how can you create an environment to prevent a culture of blame? These are the three steps I take:
- Set an example by taking ownership of your mistakes
- Make learning from mistakes a priority
- Incentivize individuals to take risks that lead to future innovation
Playing the blame game will erode relationships and adversely impact your culture. To expand your influence as a leader, you need to build a culture where individuals feel it’s safe to mistakes.
“I’ve never made a mistake. I’ve only learned from experience.”
Thomas Edison
Are you establishing a culture free from the blame game?
Your leadership guide,
Kim
PS – If you’re in the Tampa Bay area on November 1st, please join me for Live2Lead. Click HERE for more information.
Dr. Kim Moore | Your Leadership Guide | kimdmoore.com
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