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My engagement lead (whom I report to) made a mistake on a deliverable, and now is asking me to take the blame with our leadership. Any advice on how to deal with this? I already wasn't a fan of this person, and now my opinion just tanked to new lows.

likefunnysmart
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Do not do it. A true leader would guide by example and never ask someone else to own their mistake. Document any communication regarding this request or really anything else, in case he/she tries to blame you anyways. I have a similar case with a lead on my team who is an absolute narcissist. The best way to deal with it is to distance yourself as much as possible, keep it short and professional, and remember you can’t trust the person even on their best day.

likeupliftingsmart

Cheers to recognizing this - narcissists are easy to deal with once you see them for who they are.

like

If this is just how it happened, I see you have 2 options.

1. Nuclear option of reporting to ethics and documenting - print hard copy /screenshot anything you have, even if you take notes from any discussions. Talk to your coach so they have documentation of what's going on, and if you have an ally in someone in leadership ask them for advice without naming names since they'll figure it out. If this person has a lot of power in the org you may get put on a PIP but if they don't or if they've been having other issues, it could make their life difficult and keep you clean.

2. Take the hit. You're junior so unless it was something massive you likely won't get in too much trouble, and if this person could be a powerful ally down the road maybe you consider if it's worthwhile.

Personally I'd let it burn. Job market is good so you could get another role and if the company enables this kind of thing it's not a place is want to work long term. But idgaf in general so I may not be the right one to weigh in on this.

like

Change the job then, if you are treated unfairly

Recent IconRecent

Just tell them that it wasn’t your mistake and not your responsibility to fall on the sword for your leadership. That shit normally goes the other way around.

like

Very well said!

Thank you everyone!!! I reported his ask and have time with someone tomorrow morning to discuss it!

likeupliftingsmart

Make sure to speak succinctly. Back it up with facts, not opinion. Make sure it's not emotionally charged. Assume anything you say can be used against you. This will be your statement for the record.

likehelpfulsmart

I would not do it. I would be going to leadership and let them know the situation. It is unethical for this dude not to accept responsibility.

like

Tell that person to ask you this over an email, just so you don’t forget 😜

likefunnysmarthelpful

Really!

likeuplifting

If it was taking the blame in front of a client, I’d be okay with that. Team player and all that. My leadership knows what really happened, and that’s all I care about.

But taking a fall in front of internal leadership? Heck no. Report that to leadership before that person narrates a different story.

likesmarthelpful

Hell no. Shit may roll downhill, but the (accountability) buck stops up the chain.

like

So I had a similar situation earlier this year. I refused and now even though the client is extremely happy with my work and trust me to speak and act on his behalf, I am on a PIP! This week someone else messed up big time and I got blamed for it!

This is all the gospel truth

Just a heads up as to how this will go…

likefunnysmart

Performance improvement program, basically a pregame of being let go

like

Sorry this is happening to you. No leader with any integrity would ask a team member to take the fall
for their screw-up. Hopefully you have this request documented; share it along with context to your team’s leadership.

likesmart

If this is D, report to integrity hotline like yesterday

like

Or literally substitute any other firm’s integrity hotline. Yeah, that’s real bad.

likehelpful

A real leader provides top-cover and is accountable.. your responsible. Remind them of this, in writing. Key here is to document. Provide the context of the email so it doesn’t happen again.

likeupliftinghelpful

Agreed! My manager was the exact opposite of the OP’s crazy manager. Mine would be more likely to take top-cover especially when they knew I was genuinely trying my best. It has made all the difference in my loyalty to the company and our team.

like

In awe that this is a real situation, some people just suck 😪

like

Do you think it happens more on a particular side? I.e. tech vs MC
I ask b/c I haven’t seen it myself and maybe I’ve just been lucky

There is probably more to this story.

like

This is a shortsighted move on the engagement lead's part. If you say it's your fault, it's still their fault for not managing well and then looks MANY TIMES WORSE if it turns out later they lied. You could try explaining this to them but this person already seems like a lost cause

likeupliftinghelpful

If you have documentation that you advised for something else or provided something else, then say no - but, book the meeting with other partners, SMs and tech out to your HR leader… get in front of this.

like

Well OP is going to learn this the hard way soon. The whole chain of command is completely rigged.

likesmart

Tell him you’ll do it for a price

funnyhelpfullike

What specifically did they ask you to do to take the fall?

like

Not sure which firm you work for..but something doesn't smell right here. Next time provide the context

likehelpful

Why does the firm matter and how does uncertainty on that contribute to not smelling right?

like

Even if u say its ur fault, hes still on the hook

like

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