How to win the blame game.
At some companies, people are all too quick to point fingers, leaving employees more concerned about avoiding blame than about achieving results. Such organizations, ruled by "CYA," have given blame a bum rap. David Baldwin, a former Major League pitcher, says blame can be a powerful and constructive force. It can be an effective teaching tool that helps people avoid repeating their mistakes. When used judiciously--and sparingly--blame can also prod people to put forth their best efforts, while maintaining both their confidence and their focus on goals. Indeed, blame can have a very positive effect when it's done for the right reasons. The key, then, is the way that blame is managed, which can influence how people make decisions and perform their jobs and ultimately affect the culture and character of an organization. In the course of his research on how Major League Baseball managers make decisions, Baldwin became fascinated by the subject of blame--what functions it serves and how it's best managed. His observations led him to identify five rules of blame, which, he says, apply to any organization, whether it's the LA Dodgers, General Motors, or a small start-up. First, know when to blame--and when not to. Second, blame in private and praise in public. Third, realize that the absence of blame can be far worse than its presence. Fourth, manage misguided blame. And fifth, be aware that confidence is the first casualty of blame. Managers who follow these rules will use blame in the most positive and effective ways possible, Baldwin says. Without these rules, blame becomes an ever-more difficult balancing act: Too much erodes people's confidence, while too little hinders them from reaching their full potential.
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D003132:Commerce / Q000458:organization & administration*; D006801:Humans; D007400:Interprofessional Relations; D015279:Organizational Culture; D011361:Professional Competence; D012539:Scapegoating; D014481:United States