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Who's To Blame?

Have you ever found yourself in a problem and don't know who to blame?

If you lead more than one person, you've probably got your share of problems.

Who's to blame?

Managing a team comes with challenges. How to keep people challenged and happy. Who to support when. What to do about scarce (and diminishing) resources. How to fix sticky problems.

What to say when your boss wants to know what went wrong.

Have you ever worked for a boss who blamed you for whatever went wrong and took credit for whatever went right? How did that feel?

Selfish bosses who blame others for mistakes can sometimes prosper on the short term, so it feels to them like their strategy is working. On the long run though it is deeply flawed and destined to crash. They've got it exactly reversed.

Centered leaders refrain from blaming other people for their problems.

When we take ownership, we maintain a higher level of influence. When we own our challenges, what we say about them has more credibility and weight.

And when we give our people credit for our successes, they feel energized to succeed more.

Who's to blame?

Why not move forward with solutions and leave the blame behind?

-- Douglas Brent Smith

Front Range Leadership

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