When behaviors such as blame, accusation and finger-pointing surface, improvement efforts are doomed. Instead, we need to look at the process that caused the undesirable result and help our teams to do the same. Consider the following questions:
A helpful tool for keeping the concept alive when emotions are strong is the “five whys” technique, which helps teams identify the root cause of an undesired outcome rather than automatically jumping to a blame-based conclusion:
Adapted from "Getting Beyond Blame in Your Practice."
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