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Article Check - Blame Culture Blues - How the Language of Blame Manifests Organisational Underperformance
Remember why you came to work today? Was it because you wanted to get started on making your company the best and most highly respected in the nation or the world? Probably not. You came to work today in order to make money to pay the bills and hope that there is a little left over to spend on yourself. You don't really care if the company makes a profit, you really only care if YOU make a profit. Will I have more income than expenses this
Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems.
So what should companies do to eradicate blame
I was just pouring some dry creamer into my coffee when I noticed something for the second time.I say the second time because the first time around, this perception didn’t stick with me.The creamer I bought, at a substantial discount at my grocery store, contains the same basic ingredients as the well known brand.But it costs one-third of the famous brand’s price.Why doesn’t EVERBODY buy the cheaper and “just as
Where the statement 'don't think of the colour blue', immediately makes one think of blue, the 'no blame culture' statement is more likely to raise within the organisation the possibility of blame than remove it. In fact an organisation must know what blame is to be able to think about removing it from the culture.
Just as a desert nomad would have little concept of (or for that matter use of) snow, an organisation that has no concept of blame will have no use for it - it just doesn't enter into the minds of management or employees. Any business that is talking of 'letting go of the blame culture' must already have one, they are just avoiding facing up to the reality of the situation.
In business, as with any endeavour, it is vitally important to focus on what you do want rather than what you don't and a statement of 'no blame' is likely to introduce it into an organisation where it didn't exist before.
Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems.
So what should companies do to eradicate blame f
A manufacturing team was to be charged a flat overhead charge (fee) for corporate Information Technology (IT) services. This overhead charge was to be paid whether they used them or not. The overhead charge was going to be proportional to the operating budget. The accountant suggested a proportional fee because it made accounting of IT projects and maintenance easier, and the IT manager needed to pay for his staff. Any upgrades, mainte
Just as a desert nomad would have little concept of (or for that matter use of) snow, an organisation that has no concept of blame will have no use for it - it just doesn't enter into the minds of management or employees. Any business that is talking of 'letting go of the blame culture' must already have one, they are just avoiding facing up to the reality of the situation.
In business, as with any endeavour, it is vitally important to focus on what you do want rather than what you don't and a statement of 'no blame' is likely to introduce it into an organisation where it didn't exist before.
Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems.
So what should companies do to eradicate blame
A lot if not most companies, have two support operations, a customer support and a service support operation. Now days most all companies also use an elaborate telephone screening process for the incoming calls. I would like to suggest an alternative way to improve the quality of the support offered to your customers.First of all try to have the call answered as soon as possible by a live person. This would be a small group, depe
In business, as with any endeavour, it is vitally important to focus on what you do want rather than what you don't and a statement of 'no blame' is likely to introduce it into an organisation where it didn't exist before.
Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems.
So what should companies do to eradicate blame
Many dream of photography school. It is an art and a passion that few people can take and make use of. But, those that do, really can amaze the world with what they can capture on a single roll of film. But, how can you find the right school to get into? Having the right photography school on your resume really can make a bit of difference. So, take your time in choosing the right school for your choice. Chances are, you’ll have many
In business, as with any endeavour, it is vitally important to focus on what you do want rather than what you don't and a statement of 'no blame' is likely to introduce it into an organisation where it didn't exist before.
Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems.
So what should companies do to eradicate blame
Choosing the career you would like to pursue is clearly much more important than choosing what clothes to wear for that big party or what cake you want for dessert. It's definitely much harder and complicated and it's one that will directly affect your life to next five, ten or even twenty years so it must be done with care and wisdom.The healthcare industry has continued to grow over the past decade and it will continue to do so wi
Just like the Inuit who have more than 50 words for snow organisations try to rename blame into something else to avoid the issue, however this is often sloppy thinking and leads to more rather than less problems.
So what should companies do to eradicate blame from their culture. The answer appears simple but can be difficult to implement. The real solution is eradicate it from the language, not just blame but all of the polite euphemisms used also need to be removed from the organisation.
No big campaign. No coasters or stress balls. No cultural change programme. To remove blame, remove any reference to it from the culture.
Now, this doesn't mean avoiding the issue, often that just makes the whole thing worse, but embracing and accepting that it exists and deciding that (like the snow) it is of no value and as such there is no need to talk about it will make an amazing difference to the way the business operates.
Instead introduce a culture of partnership, of respect and of co-operation, make real acceptance the goal of your coporate culture. Accepting that people make mistakes and that this is doubly true when under pressure will immediately change the corporate psyche.
This is no quick fix and requires real resolve from all areas of the business but once the concept takes hold it spreads like fire through every part of the organisation. Oh, and what of accountability and resposibi
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