Stop Blaming Your Team: The #1 Leadership Mistake Killing Your Change Initiatives
- Kerrie Smit
- 5 days ago
- 3 min read
It’s a common scene from meeting rooms to boardrooms everywhere: a new initiative stalls, a major project falls behind, or a long-anticipated system upgrade is met with resistance. Fingers point to the delivery team-they didn't communicate early enough, they didn't engage enough people, they incorporated too many inputs. Then attention turns to the business team—they’re not adopting the new processes, they don’t understand the vision, they’re just resistant to change.
But what if the problem isn’t them? What if it's you?
The single biggest mistake leaders make is misattributing the cause of failure. Blaming the team for project delays or resistance to change is not only unfair, it’s a failure to recognise the true root of the problem: a lack of accountability from the top.
Why Blame Is a Waste of Energy
Blaming your team is easy. It allows you to sidestep the difficult work of self-reflection and owning the gaps in your own leadership of the change.
When you blame your team, you're essentially saying: "My plan was perfect, but the people implementing it weren't."
This mindset is not just wrong; it’s a roadblock to progress. It prevents you from asking the crucial questions that could save your initiative:
Did we clearly define the roles and responsibilities?
Did we provide the right training and support?
Did we communicate the "why" behind the change?
Were we truly listening to their concerns?
Without a culture of accountability, these questions go unasked, and the cycle of failure repeats itself.
The Power of Leadership Accountability During Change
In the context of change management, accountability is about taking ownership of your role in the change process. It's the commitment to delivering on your promises, being responsible for the outcomes, and leading by example. When leaders are truly accountable, they create the environment for their teams to succeed.
Think of it like this: if you hand a carpenter a hammer and nails and expect them to build a house, they will fail without a blueprint. Similarly, your team needs a clear plan, the right tools, and a leader who is committed to providing both. They can't be held accountable for building the house if you haven't given them the plans.
Here’s how to shift from a culture of blame to a culture of accountability:
Define Clear Roles and Responsibilities: Don't just announce the change. Clearly outline who is responsible for what. Everyone, from the project manager to the front-line employee, needs to understand their specific tasks and how they contribute to the big picture.
Provide the Right Support: Accountability isn’t about expecting people to figure it out on their own. It's about empowering them. This means ensuring your team has the necessary skills, knowledge, and resources. Are you providing adequate training? Is there a clear path for them to get help when they need it?
Establish Regular Check-ins: Don't wait for things to go wrong. Schedule regular meetings to discuss progress, address challenges, and celebrate successes. This shows your team that you're invested in their journey and provides opportunities to course-correct before it's too late.
Communicate the "Why": People won't embrace a change they don’t understand. Be transparent about the reasons behind the initiative. Explain how it will benefit the organisation, the customers, and the team members themselves. Effective change messaging should be empathetic and specific to each audience.
The Path to Success
Ultimately, a change initiative succeeds not because a plan was flawless, but because the leaders were dedicated to making it work. Instead of blaming your team, hold yourself accountable for creating an environment where they can thrive. When you own the process, your team will feel empowered to own their part, and that's the only way to ensure your change initiatives will truly succeed.
For help with change leadership and change management, speak to our experienced consultants at Agencia Change.
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