From Scapegoats to Shared Glory: Redefining Success and Failure at Work

Ever notice how success attracts a crowd while failure stands alone? There is a saying: "Failure is an orphan, but success has many fathers." Ironically, this saying itself has many "proud parents." It reflects our tendency to celebrate victories and avoid disasters at work.

The first picture: A failed or delayed project discussion in the conference room. Tension fills the air as serious faces avoid eye contact. Before the meeting, team members sent rounds of blame-filled emails, hoping the problem would disappear or lead to a confrontation. Eventually, one individual is unfairly singled out as the scapegoat. If they cannot handle this burden, they might leave in discredit. Failure becomes abandoned, an orphan wandering the halls of corporate memory, reminding everyone of unmet objectives and flawed strategies.

Now, contrast this with the many fathers of success. Managers, colleagues, and even distant departments flock in, eager to claim a piece of the success story. It is like a chaotic family reunion where everyone wants to be seen as part of the proud lineage, even if they barely knew the project existed. Success becomes a communal affair, where claiming credit is more about perception than actual contribution.

No matter your rank in the corporate ladder, true professional success is all about accountability and ownership. Yes, I know, it sounds like one of those 'mom knows best' clichés, but it is essential for creating a genuine workplace culture. Leaders, sprinkle these ingredients into your daily office chatter and watch the magic happen!

Accountability is not a solo act—it needs the whole office brigade. It takes a united, organization-wide effort and a solid, standardized goal-setting jam session. Leaders at every level need to drop the mic, engage in meaningful discussions, align on priorities, and pan out clear, achievable goals that everyone owns. This way, we all get to sing from the same sheet and feel the harmony of shared purpose and commitment

In summary, a culture of accountability ensures that everyone knows their part in the story, creating a more honest and effective workplace where both failures and successes are rightly claimed and addressed.

So, how do we strike a balance? Here are a few inputs:

1.????? Share the spotlight and the shade: Celebrate team wins and acknowledge everyone’s contributions. Create a culture where it is safe to admit mistakes, embracing highs and lows together.

2.????? Promote a growth mindset: Encourage learning and resilience. Frame failures as opportunities for growth rather than blame.

3.????? Lead by example: Leaders should own their mistakes and highlight their learning process, setting the tone for the team.

4.????? Reflect and Adapt: Regularly review what went right and wrong. Make continuous improvement a part of your workflow.

Embrace the hilarity, learn from disasters, and share the glory and the lessons—with your team. A balanced approach to managing performance is not only more productive but also a lot more fun.