[et_pb_section fb_built=”1″ fullwidth=”on” admin_label=”Fullwidth Post Title Header” _builder_version=”4.9.4″ background_color=”#f7f7f7″ use_background_color_gradient=”on” background_color_gradient_start=”rgba(255,255,255,0.3)” background_color_gradient_end=”rgba(33,51,101,0)” parallax=”on” custom_margin=”0px||0px||false|false” custom_padding=”0px|0px|0px|0px|false|false” box_shadow_style=”preset3″ global_module=”767″ saved_tabs=”all” locked=”on” collapsed=”on”][et_pb_fullwidth_post_title author=”off” date=”off” comments=”off” featured_placement=”background” text_background=”on” text_bg_color=”rgba(255,255,255,0.5)” admin_label=”Fullwidth Post Title” _builder_version=”4.9.4″ title_font=”Playfair Display|900|||on||||” title_text_align=”center” title_text_color=”#213365″ title_font_size=”55px” meta_font=”Poppins|500|on||||||” meta_text_align=”center” meta_font_size=”14px” meta_letter_spacing=”2px” meta_line_height=”1.8em” background_color=”#f7f7f7″ background_color_gradient_direction=”245deg” custom_padding=”130px||250px|||” custom_padding_tablet=”150px||150px” custom_padding_phone=”50px||50px” custom_padding_last_edited=”on|desktop” title_font_size_tablet=”45px” title_font_size_phone=”40px” title_font_size_last_edited=”on|phone” border_radii=”on|5px|5px|5px|5px” border_width_all=”1px” border_color_all=”RGBA(0,0,0,0)” box_shadow_style=”preset3″ locked=”on”][\/et_pb_fullwidth_post_title][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Post Content” _builder_version=”4.9.0″][et_pb_row column_structure=”3_4,1_4″ admin_label=”Post Content” _builder_version=”4.9.0″][et_pb_column type=”3_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Introduction” _builder_version=”3.29.3″ text_font=”Poppins||||||||” locked=”on”]<\/p>\n
When things go wrong in an organization, it\u2019s tempting to blame a particular individual or group as the cause. Often, out of fear that they will be blamed themselves, people will lash out at others and cast them as the scapegoat\u2014the embodiment of everything that went wrong. <\/span><\/span><\/p>\n
Whether aimed at you individually or as part of a group, such behavior is hurtful and unproductive. People who do this are bullying their coworkers, and like most bullies, they are unsure of themselves (even if they try to hide it). <\/span><\/span>The key is to not get into a back and forth argument with scapegoaters, but to transcend the criticism by aiming at the behavior itself. <\/span><\/span><\/p>\n
Sometimes a work culture is so toxic that you have no choice but to plan an exit strategy, for that we think you’ll enjoy our other articles, <\/span><\/span>3 Exceptional Resignation Letter Examples to Kiss Your Bullying Soon-to-be Ex-boss Goodbye <\/strong><\/a>and Use These 3 Message Examples to Give the Toxic Person in Your Life a Reality Check (Without Having to Cut Them off Completely)<\/a>. <\/strong><\/p>\n
<\/p>\n
\nDear [Insert Name],<\/strong><\/h5>\n
I appreciated your willingness to be honest in our meeting about your feelings about my performance in our most recent project. I wanted to be equally open and honest with you in return in hopes of maximizing our chances to have better results next time.<\/strong><\/h5>\n
When you said that you felt I had not performed up to expectations on the project, I felt hurt because I felt as if I was being personally blamed for problems that we were all responsible for. While I do not disagree that I can improve, I think we can all agree that each of us can do better.<\/strong><\/h5>\n
I also think that we will end up being more successful in the future if we focus on how we can improve rather than blaming one another. I certainly want to be the best team member I can be, and if you honestly feel I\u2019m not performing adequately, I would welcome your comments as long as they are specific and intended to improve my performance. I will promise to do likewise. Only by bringing out the best in each other will ensure that we will have better results next time.<\/strong><\/h5>\n
Would you be willing to commit to this sort of \u201cconstructive criticism\u201d in the future so that we can head off any issues before they become problems?<\/strong><\/h5>\n
Kind regards,
<\/strong>[Your Name]<\/strong><\/h5>\n<\/blockquote>\nThis template avoids getting into a contest for placing blame and points out that scapegoating is not productive. <\/span>It acknowledges what was said without being defensive but clearly communicates that it had a negative impact.<\/span><\/p>\n
Most importantly, it invites the recipient to be part of the solution. They can join you on the high road, or refuse and be part of the problem.<\/span><\/p>\n
[\/et_pb_text][et_pb_image src=”https:\/\/www.nevertherightword.com\/wp-content\/uploads\/2019\/06\/arguments-never-right-word-scaled.jpg” admin_label=”Single Image” _builder_version=”4.4.8″ custom_css_main_element=”}||.wrapper {||position: relative;||height: 0;||\/* Formula is: (height \/ width * 100%) *\/||padding-top: calc(710 \/ 800 * 100%);||}||||.wrapper__img {||position: absolute;||top: 0;||left: 0;||max-width: 100%;||height: auto;” border_radii=”on|5px|5px|5px|5px” box_shadow_style=”preset3″ locked=”on”][\/et_pb_image][et_pb_code admin_label=”Working with Difficult People LinkedIn Learning Preview Video” _builder_version=”3.26.7″ text_orientation=”left” link_option_url=”https:\/\/linkedin-learning.pxf.io\/e2PMO” link_option_url_new_window=”on” global_module=”10838″ saved_tabs=”all” locked=”on”]If you’re looking to develop your communication skills for professional environments even further, we think you\u2019ll like the following video course from LinkedIn Learning. Check out the preview below:
