blame-culture-graphic

Characteristics:

  • 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.
Contact Us

We're not around right now. But you can send us an email and we'll get back to you, asap.

Not readable? Change text. captcha txt

Start typing and press Enter to search