A Key To Leadership Success – Don’t Play The Blame Game
By Jason Osborn
As a leader you have probably heard some of the best “blame’s” in the world. No one wants to take responsibility for anything unless it makes them look good. This doesn’t merely apply to the people you are leading, but to leaders as well. Playing the blame game is one of the quickest ways to lose credibility among those you are leading and among fellow leaders alike.
One of the keys to your leadership success is to make sure that this whole thing of blaming people is at a minimum. It’s your responsibility to create a culture where people simply fix the problem instead of blaming it on everyone else. There is an old Japanese proverb that goes like this, ‘Fix the problem, not the blame.’
Blame is like rust. It corrodes your business, organization, and team from the inside out. Unless you focus on fixing the problems, the blame game can ruin everything that you do. Of course, the first person to look at to find out if there is a culture of blame is you. As the leader, people will follow the example that you set. So, if you tend to place blame on others, it will be ten times worse with the people you are leading.
If you don’t blame, the next group of people that you need to look at are those that you have placed in leadership positions. If they tend to blame you then you have a corrosive problem at the very top. This will infect your people and make it almost impossible for them to listen to you because they will most likely follow the example of blaming that they have learned from the very person you placed in a leadership position.
If your leadership team is in tact, then you need to begin to look among everyone else. If there is a key person who constantly blames their mistakes on everyone else, deal with it immediately. If the person doesn’t change then the best thing to do is let them go or replace them. Of course, this isn’t always easy, but its better to deal with it now than have to deal with it when you have an uncontrollable rust problem in your organization.
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