I find that most of us tend to avoid the emotionally difficult or awkward conversation. Instead of addressing an issue head on, we “beat around the bush” or try and avoid the issue altogether. This puts the onus on the other person to become a verbal detective and/or force the issue. This isn’t fair to them or us. Moreover, I find that most of these types of exchanges devolve into a passive-aggressive dynamic which is unhealthy for the relationship. You ever notice that avoidance never works – it just delays the inevitable. In matters of importance to you or someone else, when you don’t say what you truly mean (or feel) this is the textbook definition of be inauthentic as fellow human being.
It never ceases to amaze me how much a group of people can get accomplished if no one individual cares too much about who gets the credit. However, in most organizations there is far too much wasted energy on “ego” related issues and worrying about the wrong things. And, it often starts at the top of the organization. Maybe it’s because our society has put too much emphasis on fame and celebrity. Everyone wants to be somebody, but they are not quite sure what that means or what it costs or the right way to get there. Consequently, we have become much too concerned with what others are doing and how we stack up against their efforts.
I have only ever really been a “dog” person when it comes to pets. In my humble opinion, they are the rare pet that actually brings out our better nature and ends up teaching us things about life. There are three things in particular that “Buddy” and his predecessors have taught me: 1) the power of unconditional love; 2) the importance of loyalty and trust in our relationships; and 3) managing the inevitability of grief and loss in life.
Leaders need to create a trusting environment. One way to accomplish this is for those around you to know that you will share the credit and shoulder the blame. Sadly, many leaders and managers do the opposite.