Blamestorming is like Brainstorming, Only Better.

We all know the rules of brainstorming, there are no bad ideas, don’t evaluate ideas during the meeting and so on. What is lesser known are the rules of blamestorming.

What started off as idea for a cynical, curmudgeonly blog post has developed into an idea that may serve some useful purpose. Let me explain.

Some workplaces are hotbeds of complaints and negative energy. Often it seems like the only productive activity is shifting blame or complaining about something or someone. It is a downward spiral and one that is difficult to stop. Yet, experienced leaders can often reverse the blamestorming with some key steps.

Here are a few for you to try.

1. Embrace blamestorming, do not ignore it. This is counter-intuitive but important. The sooner you get all the negative things ‘out there’ the better it is. Encourage it.

2. Open it up. Nothing works better than having a company meeting where the sole purpose is to bring up all the bad stuff. It is important to let the problems see the light of day. When problems and complaints are brought up in this manner, often it becomes apparent to everyone that there is an easy fix.

3. Put someone in charge of fixing the problem. Too often we hold meetings, bring up key problems and issues, but then no one really works on them. They fall between management cracks or departments. The following is true: nothing will get fixed unless someone is responsible for it. And working on it.

4. Have a blamestorming meeting. Just like a brainstorming meeting, which most people think are just about the most fun you can have at work, except at a blamestorming meeting it is important to bring up ALL the things that people hate about the company, its products, customers, etc. It really works great in the sales area, where you can title the meeting—Why prospects are not buying our products/services. The more items you list up on that white board, the better. The list will be long…and silly.

5. Signals you can send. This is a time for informal leadership to be exhibited. Put your passive aggressive tendencies on hold, but let it be known that you are all about solutions from now on. You don’t want to hide from problems. Your team holds either the power to solve the problems or the power to stirring the pot until it reallyreally stinks. The people who only want to keep stirring the pot will identify themselves. They will feel the pressure to stop stirring.