Relational Rule of Thumb #1
Give Credit—Take Blame
The common narcissistic urge in most people is to gather glory when things go well and to spread blame when things go wrong. People within corporations and organizations often build up years of resentment based on these behaviors.
People have an innate need to be recognized for their contributions and to be approached diplomatically and gracefully when they make mistakes. It is only the secure and confident manager that can sincerely accept responsibility when communication fails and processes falter.
Emotionally intelligent managers understand that their leadership styles in times of tension establish a pattern for the entire organization. The manager who accepts blame and distributes credit recognizes the crucial importance of a T.E.A.M. Dynamic to organizational success.
Motivation is quickly diffused when employees energetically contribute without receiving recognition or gratitude. This demotivating spiral quickly accelerates when the manager harbors credit for the efforts of others. Workplace history shows that such disingenuous and narcissistic behaviors erode relational trust and loyalty and increase conflict and resistance to cooperation.
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