Your team's hard work is being claimed by a C-suite member. How will you navigate this challenging situation?

1 Assess Impact

Before reacting, evaluate the impact of the credit misattribution on your team and the project. Consider the motivations behind the C-suite member's actions and the potential consequences. It's important to approach the situation with a clear mind and avoid making assumptions. Your primary goal is to protect your team's interests while maintaining a professional relationship with the executive involved. This assessment will guide your next steps, whether it's a direct conversation or a more strategic approach.

2 Open Dialogue

Once you've gauged the situation, initiate a dialogue with the C-suite member. Approach the conversation with a collaborative mindset, aiming to understand their perspective. Express your concerns about your team's work being overshadowed and the importance of accurate recognition for morale and motivation. Be diplomatic but assertive, ensuring you communicate the value your team brings to the organization. This conversation could lead to a mutual understanding and an agreement on how to properly acknowledge your team's contributions moving forward.

4 Document Contributions

To prevent future occurrences, meticulously document your team's contributions to each project. This includes keeping detailed records of roles, responsibilities, and achievements. By creating a clear paper trail, you'll have tangible evidence to support your team's claims to credit. This documentation can be used in performance reviews, project debriefs, and other formal acknowledgments of work done, ensuring that everyone's contributions are clearly outlined and attributed.

5 Seek Allies

Building alliances within the organization can provide additional support for your cause. Identify other executives or influential figures who understand the importance of crediting work appropriately. These allies can offer advice on handling the situation and may even advocate on your team's behalf. Their influence could be instrumental in rectifying the misattribution and preventing similar issues in the future. A network of support helps create a culture of fairness and recognition within the company.

6 Elevate Concerns

If direct conversations and internal support don't resolve the issue, consider elevating your concerns to a higher authority, such as Human Resources or a higher-level executive. When doing so, present your case objectively, focusing on the facts and the impact on team morale and company culture. This step should be taken with caution, as it could have significant repercussions. Ensure that you have exhausted all other options before proceeding with this approach, and do so with the best interests of your team and the organization in mind.