Let’s face it. Blaming someone else can feel good. As a base emotion, as a human being, transferring blame can bring the brain a burst of relief.
Blaming someone else is passing the buck on fear and anxiety.
We can disengage from the fear, and shift attention to another person, circumstance, or factor, but at what cost?
Blaming is “base” in fear-driven leadership. Whether you give it or get it, from the perspective of neuroscience, the brain does not like to play the blame game. It will react in a negative way, halting the flow of communication, resolution, and innovation.
It’s not easy stopping blame in its tracks, but it is absolutely critical to inspired and progressive leadership that we make it our personal practice to put an end to leaning in to blame when we need an escape hatch from the hot seat.
How have you banished the blame game from your company culture?
Let’s connect; tell us your success stories when your team no longer lived in a world of shame and blame and had room to grow their talent in tandem with company vision. Or, share a time when you realized that the dopamine rush of blaming someone/something else wasn’t worth the cost of lost trust and diminished rapport?
Jen
Nurture a talent strategy that grows a team who can deliver on any business promise, vision, or innovation and strengthens the leadership pipeline because challenges and change are inevitable, but together we can rise to the occasion. Discover how.