Are you the Leader your team needs?
As we are now well into February, let’s bring an important topic to discuss – the impact of leadership and the blaming game when something goes wrong in your team.
Leadership plays a major role in guiding an organization’s destiny, more so when facing the most stressful of economic environments. In stressful moments, blaming others and circumstances is a common human unconscious reaction. Studies show that humans are wired to blame others when something goes wrong.
How do Truly Exceptional Leaders Navigate the Blaming Game?
Exceptional leaders inspire, take responsibility — unconditionally — for what happens in their organization, and avoid blaming others. According to Forbes, executives have an opportunity for growth by learning not to employ a “knee-jerk” reaction by immediately blaming external parties. Awareness and total responsibility make strong executives and, more importantly, inspirational leaders.
So, how can you do better in leading your team? What steps can you take to improve your leadership capabilities? Here is one clear direction: eliminate the blame culture in your team, invite new opportunities to grow as an executive, and inspire people to do better through your own example.
As I normally say to any leader or manager I am working with – “It is show time all the time for you” – meaning that people are looking at you and mimicking your behavior, and the way you treat yourself and others.
It is said that leaders have the teams they deserve. Is your team cohesive, trustworthy, and positive about the work they deliver, or do you find your team lackluster, unmotivated, and struggling to complete work on time?
Remember: your team is always a reflection of how you lead. Are you a truly exceptional leader?
To Gain Inspiration, Eliminate the Blame Game
Blaming cultures are toxic and hurtful to the people and therefore to the business. It is important to eliminate blame as soon as possible and leaders and managers can help significantly with that.
Some of the steps to eliminate blame in the workplace by Nathanael J. Fast recommends in Harvard Business Review include avoiding blaming others immediately – instead stop that emotional response and reflect, using constructive blaming, if necessary, and focusing on setting a clear example of confidently taking responsibility for what happens.
When people make mistakes, Fast even recommends that you incentivize those who take ownership of their mistakes. They are teaching the group a valuable lesson. These moments inspire your team and are learning opportunities for all in the workplace.
Show your teams the way to responsibility and accountability. They will appreciate it, respect it, and apply it as well.
We Are Here to Help You
These tips are good for self-reflection – there are many opportunities to grow your leadership capabilities. To make a plan to improve your leadership to get better results from your team, consider requesting a meeting with us today!
Cristina Ferreira da Costa
President & Founder
CDCConsulting Partners, LLC
+1 (404) 528 9792
[email protected]
cdcconsultingpartners.com
