• Little trust
  • Act in self interest
  • Do not take many risks
  • Do not usually speak their mind
  • Do not come up with many new ideas
  • Paycheck driven
  • Inefficient
  • Stagnating growth
  • Avoid responsibility
  • High level of fear

Primary values of a Blame Culture are:

Avoid conflict

Self preservation

Considerations in Evolving a Blame Culture:

  • Look at the leader. Are employees reprimanded every time they make a mistake?
    • Consider re-assessing the reactions to mistakes as “learning events”
    • Even if there is a cost associated to the mistake, that would be a training investment and would usually be far less expensive than an ineffective and stagnant Blame Culture
  • If change is to occur, a guided transition must include working with two high visibility low level employees to take risk (or “Appear” to take risk) with new ideas, and be rewarded for it.
    • Reward one on success and the other on failure
    • Emphasize the reward is for trying something new. (you may need to assist them in coming up with that something new, but make sure they get credit for it)
    • Implement the successful idea IMMEDIATELY
    • Assist the failed idea to turn it into a useful one (publicly and respectfully) and then implement that immediately
  • Observe changes and continue with the strategy of encouraging risk and free thought.
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