Blaming others

Success is having the courage, determination, & the will. Failure is making excuses why you didn’t succeed & blaming others around you because you didn’t

How many people do you personally know who blame others for their failures.

Or…are you one of them?

Yes, sometimes it’s warranted to blame someone else for lack of trying but at the same time, if this becomes well, a habit then whose fault really is it? If there is a blaming pattern going on and you feel that the whole world owes you something well, guess what….no one owes you a thing.

It’s up to you to create your own niche in the world. That responsibility lands squarely on your own 2 shoulders.

I have seen people at work, in relationships who have done the blame game. Who think it’s everyone’s fault but their own when the relationship has gone sour or they didn’t get the promotion at work.

The article  How To Stop the Blame Game at the workplace:

Playing the blame game never works. A deep set of research shows that people who blame others for their mistakes lose status, learn less, and perform worse relative to those who own up to their mistakes. Research also shows that the same applies for organizations. Groups and organizations with a rampant culture of blame have a serious disadvantage when it comes to creativity, learning, innovation, and productive risk-taking.

The article points out the following which, I feel, can be used in relationship issues (as long as the person doesn’t always rely on the other to solve all of their problems:

are a few practical steps you can take:

  • Don’t blame others for your mistakes. The temptation is huge to point the finger elsewhere when you make a mistake. Resist it. Not only will you gain respect and loyalty from your followers, you’ll also help to prevent a culture of blame from emerging.
  • When you do blame, do so constructively.There are times when people’s mistakes really do need to be surfaced in public. In these cases, make sure to highlight that the goal is to learn from mistakes, not to publicly humiliate those who make them.
  • Set an example by confidently taking ownership for failures.Our findings showed that blame was contagious, but not among those who felt psychologically secure. So try to foster a chronic sense of inner security in order to reduce the chances that you’ll lash out at others.
  • Always focus on learning. Creating a culture where learning — rather than avoiding mistakes — is the top priority will help to ensure that people feel free talk about and learn from their errors.
  • Reward people for making mistakes. Some companies are actually starting to incentivize employees to make mistakes, so long as the mistakes can teach valuable lessons that lead to future innovation.

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