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The Blame Game, Where Everybody Loses

In the moment where reprimands are being dealt, the situation where your boss/superior/manager overlooks your name feels like a sweet victory. For most, this feels like saving face and at-par performance. Unfortunately, these situations can be both detrimental to your development and positively-reinforcing.


Often times at the conclusion of the team briefing, there's water cooler talk filled with complaints and conversations that start with "dude... insert manager's name here just doesn't seem to like me" -- these thoughts quickly turn into shedding blame and accountability for the "explainer".


Has this ever led to anything productive for anybody? I'm genuinely curious.


From an outsider's prospective, this seems like an issue of immaturity and complacency. In the heat of the moment, it may feel good to point the finger and justify the reasoning behind your decision making and, as your boss so lovingly put it, poor performance.

You see, in these moments, the most productive of workers are being developed into the next generation's leaders. If you are able to find a correlation between the feedback given to your peers and apply it to your own practice (whatever your practice may be), you have the most secretive of formulas for productivity.


I'm here to tell you that it's no longer the blame game that is sexy. In fact, if you're able to spin undirected feedback into your blueprint for growth, you've got the secret formula and are the sexiest of them all.


DW

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