AP FACT CHECK: Trump and the credit and blame game
In addition to specific evaluative tools, this chapter also provides general advice about how to manage credit and blame for oneself and others in a more mindful and strategic way. This chapter should help individuals at every stage of their careers think in a new way about how they react to credit and blame, and how they assign it to others, and should help organisations and organisational leaders think in a new way about how the social psychology of the workplace can be understood and improved.
I must give credit to many other people for the ideas in this book, ranging from academics to business leaders, as well as many colleagues and clients.
What I hope is new about this book is that it ties together theories, practices and examples into a single integrated picture of credit and blame, and considers credit and blame as causes of organisational behavior, rather than just as effects. Hopefully readers will gain a new way of looking at credit and blame, one that will help them more successfully navigate the dynamics of credit and blame in their workplaces and careers.
At www. Ben Dattner is an executive coach and organizational development consultant. He has helped a wide variety of corporate and non-profit leaders, teams, departments and organizations become more successful by developing and utilizing a better understanding of the impact of individual psychology and group dynamics on all aspects of their performance.
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Why is this topic timely? What kinds of perspectives do you take on credit and blame in the book? Where can more information about the book be found?
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