Leadership will have doings and mannerisms of the people at the top that might be influencing the culture and success within an organization. Among the various good leadership traits, one stands out: doing more to take blame than to give credit. This not only affects the character that they will portray to the world but it also maintains a healthy atmosphere for their team. Let’s outline why this is such an effective and how it contributes to overall success.
Accountability-The Power
A good leader understands that accountability is the foundation of great leadership. He does not run away when everything seems to go wrong but instead takes responsibility for everything that goes wrong. The truth is that Harvard Business Review says that organizations in which leaders assume blame experience a 25% rise in employee engagement.
This is because when leaders take the blame, they open a culture of trust and openness. Employees become more willing to take risks and innovate with that knowledge that their leaders stand by them even when it does not make it.
Taking Blame Can Help Build a Culture of Trust
Taking blame helps cultivate a solid, strengthened foundation of trust within a team as leaders demonstrate that they appreciate what goes on with their teams. This can make for a more cohesive work environment where team members are valued and understood.
According to Gallup, teams with greater levels of trust are 12 times more productive than those holding low levels of trust. Taking the blame shows that the leaders are in this together with their teams, inspiring loyalty and teamwork.
Sharing Success
On the contrary, good leaders are often very fussy while giving credit for such achievement. They do understand that success is seldom the handiwork of one person. By giving emphasis to team members’ contributions, leaders, apart from developing teamwork, also attract further cooperation and may eventually lead to a more motivated workforce.
The Society for Human Resource Management reported that when organizations value the contributions of their employees, they retain employees at a rate 30% higher than those organizations that don’t. When leaders celebrate the successes of their teams, they build an environment in which each individual in it feels valued and is inspired to contribute.
Leading by Example
Great leaders also understand that the overall behavior of the whole team and organization is determined by their own behavior. They learn to take more blame and less credit, which is an excellent example of humility and integrity. These behaviors tend to reproduce the values inside the team members.
The more employees see their leaders handling failure graciously and showing regard for the work of others, the more they will like to behave in the same fashion. Such a wave creates a greener and more productive work culture.
Conclusion
Taking more blame and less credit for what is accomplished has been practiced so that accountability and trust can be developed, and collaboration can be encouraged. This kind of leadership enhances the credibility of the leaders themselves while making it possible to establish an environment in which teams can flourish. To be clear, there is hope for a future filled with leaders who put their own needs behind the success of the team, who will lead to sustainable achievement of goals. In a world where everyone is focused on individual attention and accolades, real strength in leadership lies in lifting others up and sharing the journey together.
