BREAKTHROUGH BLOG
Thought Leadership. Education. Transformation

Signup for Blog Notifications

Subscribe to Blog Notifications

Popular Posts

  • Are You a Visionary Leader?

     

    Are You a Visionary Leader?

    Few people aspire to win the Olympics, invent a breakthrough product, or truly make a legacy difference in the world. But as a leader, it is your job to identify what the real possibility is in your market, and then mobilize your people and organization to achieve that possibility. Visionary leaders inspire the passion and capability of their people to achieve breakthrough results. This starts with clarifying your vision.

    READ MORE
  • Achieving Breakthrough Requires Transformation in Four Key Areas

     

    Achieving Breakthrough Requires Transformation in Four Key Areas

    The four key areas that visionary leaders must address to identify the breakthroughs required to achieve their big visions.

    READ MORE
  • The Post-Visioning, Get Real Conversation

     

    The Post-Visioning, Get Real Conversation

    If you ask any CEO or senior executive of an organization if they have a company vision, they will say yes. If you ask most employees if their company has a vision, they will also say yes. In this day and age, everyone has a vision, but most are little more than posters on a wall.

    READ MORE
  • Self-Mastery: The Foundation of Co-Creating and Great Transformational Leadership

     

    Self-Mastery: The Foundation of Co-Creating and Great Transformational Leadership

    Great transformational leaders see the big picture and the relationships between market, organizational, human, and cultural dynamics. They can see the roadmap for solving complex challenges that create new possibilities.

    READ MORE

Latest Posts

Stop Playing the "Blame Game" in Your Organization with a Shift in Mindset

Stop Playing the "Blame Game" in Your Organization with a Shift in Mindset

Achieving breakthrough in business or cultural results requires people operating at higher states of thinking and acting. The mindset and behavior of blaming curtails high performance. Blame culture is the single largest drain of human potential in organizations and will prevent you from achieving the breakthroughs you need to achieve your vision.

When things do not go according to plan during the stress of organizational change, it is a common human reaction to look for the person to blame. Anytime you blame – yourself or others – you are not owning your contribution to a problem. Denying how you contribute to a problem or mistake and blaming others guarantees conflict. It divides people, triggers defensiveness and aggression in others, and diminishes possible learning and growth. Blaming carries no benefit and is a downward spiral that readies you and your organization for more failure.

 

Shift from Blame to Accountability and Responsibility

How can you reduce the blame and judgement that arises when things go wrong? Shifting from a mindset of blame, to a mindset of responsibility and accountability can radically alter your corporate culture and lead to unprecedented breakthroughs. 

DOWNLOAD THE TOOL:  22 Strategies for Dealing with Political Dynamics During  Change

Responsibility, Personal Responsibility, and Accountability

The words “responsibility,” “personal responsibility,” and “accountability” are often used interchangeably. They are related, but different. To co-create and learn together to achieve their full collective potential, people must be both responsible and accountable. 

Responsibility

Responsibility is fulfilling the requirements of your role.

Personal Responsibility

Personal responsibility comes from knowing you are the source of your thoughts, feelings, behaviors, decisions, actions, and ultimately, results. It comes from realizing you catalyze your life experience from “the inside out”. You are the cause of how you feel, rather than being a victim of external forces that “make” you feel the way you do in any moment. Operating as a victim of external circumstances is the opposite of personal responsibility.

The core of personal responsibility is realizing that your mindset creates your reactions to external circumstances, which influences your ability to fulfill the requirements of your role. In other words, personal responsibility refers to an inner state of being, while responsibility refers to external actions and results.

Personal responsibility is the foundation of personal development, self-mastery, and individual high achievement and excellence. It unleashes full human potential. Without it, individuals always under-perform and contribute less than they could have. People with inner personal responsibility achieve greater success at meeting their external “responsibilities”. Likewise, teams and organizations comprised of “responsible” individuals always out-perform teams of victims.

Being personally responsible is a challenge. It requires courage, emotional intelligence, and a commitment to introspection and personal growth that most people simply do not have. The blame game, with finger pointing and denying, is far easier and more common.

However, even the best of people oscillate between being personally responsible and feeling victimized. The key, of course, is to be consciously aware and catch yourself when you begin to operate as a victim, and then quickly alter your mindset and behavior to become personally responsible for your inner reaction and state.

Accountability

Accountability is taking ownership for the results or activities in which you have a role. Being accountable requires personal responsibility, as your results will always be influenced by your inner state. If you do not take responsibility for your inner state, you cannot fully own your accountability. 

 

When Everyone is Accountable, No One is to Blame

Imagine a company culture in which everyone is clear about the distinctions between personal responsibility, accountability, and blame? What if people do not fear stepping up and declaring where they are responsible – both in their mindset and actions – when things aren’t working as planned? What if each person is always looking at where and how they are responsible, rather than blaming themselves or others?

Stop Playing the "Blame Game" in Your Organization with a Shift in Mindset Accountability Key Principle

This isn’t to suggest that everyone has equal responsibility or accountability in a situation. Clearly, different people have different levels of responsibility and associated accountabilities. The breakthrough is when people each look within themselves and ask: “How was I accountable?” “What did I miss?” “Given my role, what did I not contribute that was needed for success, and how could I have provided it?” “Where was my mindset short-sighted or blind to a critical insight?” What becomes possible in this scenario is that people become more solution-oriented. They share in successes and look together to resolve problems when they arise.

This reflective, “we are all accountable” mindset puts everyone in a co-creative learning orientation. It builds relationships, trust, and a solid foundation for achieving the breakthrough you are going for. It unleashes all involved to achieve their collective best.

 

Click here for tool: 22 Strategies for Dealing with Negative Political Dynamics During Change

 

Being First Team

We guide visionary leaders to transform themselves and their organizations to Achieve Breakthrough in business results, culture, leadership, and executive team performance, while building world-class change leadership capability. We are pioneers teaching Conscious Change Leadership, and provide a complete System of Transformation to our executive clients. We are not your typical consultants. Since our beginning, our primary business strategy has been to walk our own talk—to learn, grow, transform, and breakthrough to ever-increasing heights in who we are as people and what we can do as professionals. We strive every day to become models of the best humans we can become, while delivering the most innovative and impactful transformational solutions. While we don’t always achieve these goals, they are forever our intent and practice.

Free Resource: Achieving Organizational Change Within Your Company

Search Blog

      Linked In Network

      From Facebook

      From Flipboard


      Additional Resources

      How Visionary Leaders Pursue Breakthrough Results
      Click here to view our BREAKTHROUGH  RESOURCES