Comments on: Attributions: Model The Way When Problems Occur At Work

By: Bret L. Simmons

Bret L. Simmons — Sun, 02 Oct 2011 21:13:02 +0000

Great example, Tracey. Too many times we just want to blame and flame but the solutions to most of our most problems, from simple to vexing, are systemic. Identify the underlying systemic cause and then choose to be part of the solution by helping your leaders, peers, and reports fix the crappy system. Thanks for sharing! Bret

By: Tracey

Tracey — Sun, 02 Oct 2011 07:21:37 +0000

Hi Bret,

This is really powerful insight. I had an experience a few years ago where I found myself turning in quarterly reporting data at the very last minute. Part of the problem included my having to wait on data from my staff, a major systemic issue that existed way before I joined the team.

After examining the problem, I realized that the deadlines the team was following were provided by my manager, and most importantly were not working. So, I took responsibility for the late reports, gave my team a deadline to return information to me one week in advance (ambitious but realistic, to provide a cushion for late reports from staff), and voluntarily committed my consolidated report to my manager advance of the deadline for her report.

Not only did our reporting get to my manager in more than sufficient time for her to compile her report for our funding stream, she very much appreciated our proactiveness. Also, my team accepted the new deadline without resistance or complaint, and appreciated my taking responsibility for the team report. In addition, my manager then required each team to provide their reports to her based on our team’s voluntary deadline commitment.

From accepting responsibility for the problem and finding a good solution, I was paid back exponentially in loyalty and dynamic results from my team.

By: Bret L. Simmons

Bret L. Simmons — Tue, 01 Dec 2009 17:32:04 +0000

Thanks for following the series, Tanveer. I’m actually not a big fan of “practical examples.” I wish more people would struggle with the abstract concepts and learn how to then make their own applications. I’m interested in contributing to the development of thinkers that can take these ideas to the next level, not copying what I’ve been able to do with them. But that’s just me

Thanks! Bret

By: Tanveer Naseer

Tanveer Naseer — Tue, 01 Dec 2009 16:03:38 +0000

Bret,

Thanks for putting together this great series on attribution. It’s been very informative and I especially enjoyed this final entry where you’ve tied all the concepts you discussed in this series into a practical example of the common workplace.

Thanks for sharing your knowledge and insight on this.

By: Bret L. Simmons

Bret L. Simmons — Tue, 01 Dec 2009 13:27:18 +0000

Absolutely, Mary Jo. I would tweek that a little and say you CAN change others, but NOT until you first change yourself. Thanks for sharing your thoughts! Bret

By: Mary Jo Asmus

Mary Jo Asmus — Tue, 01 Dec 2009 13:09:24 +0000

Bret, I love this. Its very aligned with a recent post I wrote about the fact that you can’t change others…..so change yourself (your thinking, your beliefs, your behavior). One of my favorite questions to ask a client when they are complaining and blaming others is “What’s your role (or responsibility) in that?”.