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When You’re the Scapegoat: Powerful Phrases to Address Unfair Blame

Let's Grow Leaders

Document Your Work Keep clear records of your contributions, decisions, and communications. Documentation can serve as a helpful reference if there’s ever a dispute about what happened. Preventing Scapegoating in the Future To protect yourself from being scapegoated in the future, work to build trust and visibility in your workplace.

Power 596
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How to Build a Team Agreement and Get Your Team on Track

Let's Grow Leaders

Draft the Couth Code Using the brainstormed ideas, craft a simple, clear, and actionable document outlining your team’s expectations. Our SynergyStack Team Collaboration System includes a set of 48 habits that would be a great start to choose from. Keep it practical and concise.

Team 438
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The Iceberg of Organizational Knowledge: How to Unlock Tacit Knowledge

QAspire

Everything that is found in documents, systems, process flows and tool kits is “explicit” knowledge that is useful to sustain the business and keep the “status quo”. We learn through experience to gain tacit knowledge and when we document/codify it, it turns into explicit knowledge which spreads through sharing.

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How to Lead When Your Team Lacks a Sense of Urgency

Let's Grow Leaders

For example, in a particular role, you might have categories like: document accounts, respond to inquiries, and complete research for proposals. Then there are occasional delegated, assigned tasks, or projects. Begin with routine tasks. Group them into similar categories. Next, “ schedule the finish ” for these routine tasks.

Team 619
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How to Issue a Disciplinary Action Notice

This document outlines the consequences of unacceptable behavior and ensures a fair process for all. Discover the importance of documenting disciplinary actions for compliance and improving company culture! Learn how to issue a disciplinary action notice to address misconduct effectively.

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Fireproofing Your Team: How to Handle Toxic Employees Before They Burn Everything Down

Rich Gee Group

Be firm but empathetic, and always document the conversation. Start with specifics: Mike, Ive noticed youve been interrupting teammates during meetings. Its impacting collaboration. Then, state the impact and desired behavior. Action Item : Practice a Tough Talk script. Rehearse it until you feel confident.

Team 195
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A Better Way to Address Performance Issues

Let's Grow Leaders

I wonder how long I have to document all this before I can fire her? But the “will issue” answer often begins a slide down a slippery slope of assumptive questions: Why doesn’t she care? How can I motivate him to do more? Once you label someone as disengaged, it’s difficult to see them any differently.

Energy 503