When people are lame, they love to blame.
–Robert Kiyosaki, author
As most of you know, PeopleTek is a strong advocate of John G Miller’s book: QBQ! The Question Behind the Question. We consistently encourage individuals, teams, and entire organizations to read this and reflect on taking responsibility for our actions and problems, and eliminating blame. It also promotes asking oneself “what can I do” or “how can I help” when challenges are encountered.
Mr. Miller consistently talks about accountability, responsibility and ownership, and also shares that to be truly successful, blame must be eliminated. Here are his reasons why:
1. Blame leaves problems unsolved.
2. Blame creates fear, hurt, and anger.
3. Blame destroys creativity, innovation, and risk-taking.
4. Blame obstructs teamwork.
5. Blame lowers productivity.
6. Blame kills trust.
7. Blame—internally—pushes paying customers away.
8. Blame hardens positions, hindering conversation.
9. Blame limits listening and hearing.
10. Blame blocks learning.
11. Blame encourages good people to leave.
12. Blame increases resistance to change.
13. Blame causes staff dis-engagement.
No work culture can sustain itself unless team members are accountable, build trusting relationships, and refrain from placing blame. Do you know any finger pointers? Help them understand why placing blame is destructive.
Sincerely,
Mr. Miller consistently talks about accountability, responsibility and ownership, and also shares that to be truly successful, blame must be eliminated. Here are his reasons why:
1. Blame leaves problems unsolved.
2. Blame creates fear, hurt, and anger.
3. Blame destroys creativity, innovation, and risk-taking.
4. Blame obstructs teamwork.
5. Blame lowers productivity.
6. Blame kills trust.
7. Blame—internally—pushes paying customers away.
8. Blame hardens positions, hindering conversation.
9. Blame limits listening and hearing.
10. Blame blocks learning.
11. Blame encourages good people to leave.
12. Blame increases resistance to change.
13. Blame causes staff dis-engagement.
No work culture can sustain itself unless team members are accountable, build trusting relationships, and refrain from placing blame. Do you know any finger pointers? Help them understand why placing blame is destructive.
Sincerely,
Mike and Jan
Concern yourself more with accepting responsibility than with assigning blame. Let the possibilities inspire you more than the obstacles discourage you.
–Ralph Marston