Responsibility Shifting
When blame is ambiguous but credit is never shared
What's Actually Happening
Responsibility shifting occurs when failures are collectively blamed ("we all failed") but successes are individually claimed. It's a power tactic that keeps subordinates anxious while leaders take credit.
Common Phrases You'll Hear
""We're a team. We all share responsibility.""
""This was a collective failure.""
""Everyone contributed to this problem.""
""I achieved this result" (when it was a team effort)"
""We need to do better" (meaning: you need to do better)"
""This reflects poorly on all of us" (but only you face consequences)"
Real-World Example
The Situation
A project you worked on for months succeeds. Your manager presents it to leadership.
The Manipulation
"Manager: "I'm pleased with how this project turned out. The strategy I implemented really paid off." No mention of your work. Later, when a minor issue arises: "We all need to take responsibility for this. It's a team effort.""
The Impact
You feel invisible when things go well but exposed when things go wrong. You can't point out the inconsistency without seeming "not a team player."
How This Works
1. Ambiguous Collectivization
Failures become "team problems" making individual accountability impossible to assign.
2. Individual Credit Taking
Successes are attributed to specific leaders, never the team.
3. Reputation Management
The manipulator protects their image by spreading blame downward.
4. Power Maintenance
Keeping credit/blame asymmetrical maintains hierarchy and control.
Why This Works on Normal People
People want to be team players and fear being seen as credit-seeking. This tactic exploits that by making collective language sound noble while actually being one-sided.
What NOT to Do
Don't stay silent when your work isn't acknowledged
Don't accept vague collective blame for specific failures
Don't believe "not being a team player" means not advocating for yourself
Don't let patterns of credit theft go undocumented
Don't accept that leadership never shares blame
How to Respond: Different Approaches
Choose the style that feels authentic to you and appropriate for your situation.
Document Contributions
Professional, factual"I want to clarify my specific role in this: [list concrete contributions]."
Request Specificity
Direct, accountability-focused"Can we be specific about what went wrong and who was responsible for what?"
Pattern Pointing
Observational, professional"I notice failures are shared but successes aren't. That inconsistency is concerning."
Deep Dive: How This Really Works
Psychological Mechanism
This exploits the social norm of teamwork while violating its actual principles. It makes victims feel guilty for wanting recognition.
Why It's Effective on Normal People
It's hard to call out without sounding petty or self-centered. The manipulator positions themselves as a team player while actually being the opposite.
Long-Term Effects
- Burnout from unrecognized work
- Career stagnation (no visible achievements)
- Resentment toward leadership
- Anxiety about being blamed
- Loss of motivation
How to Exit Safely
Document Everything
Keep records of your contributions, especially in writing (emails, reports).
Speak Up Immediately
When credit is misattributed, correct it in the moment professionally.
Escalate if Necessary
If the pattern continues, document and report to HR or higher management.
Consider Leaving
Organizations that allow this behavior rarely change. Your career may depend on leaving.
Need more help?
Explore more scenarios or get specific guidance for your situation