从马拉松女护士说起：一颗冠军的心，为何成了团队的“毒药”？

Core Viewpoint - The article discusses the importance of internal versus external attribution in the workplace, highlighting how a nurse's external attribution of her challenges led to negative perceptions from colleagues and management [5][15][18]. Group 1: External vs Internal Attribution - The nurse attributed her success to her own efforts while blaming her leadership for the difficulties she faced, demonstrating a defensive mindset [14][15]. - This external attribution can lead to a lack of support from colleagues, as they may feel unappreciated and resentful [9][25]. - The article emphasizes that a healthy internal attribution fosters personal growth and accountability, while external attribution can hinder teamwork and trust [21][22][33]. Group 2: Impact on Team Dynamics - Individuals who consistently blame others for their failures are seen as detrimental to team cohesion and are often avoided by colleagues [24][33]. - The article provides an example of a candidate who attributed their project's failure to external factors, indicating a pattern of avoiding responsibility [28][30]. - Such behavior can create a toxic work environment, as team members may feel they cannot rely on someone who does not take accountability [33][35]. Group 3: Behavioral Interviewing Insights - The article discusses the use of behavioral interviewing techniques to assess candidates' responses to failure, focusing on their ability to learn and adapt [44][46]. - Candidates are encouraged to reflect on their past failures and articulate what they learned, which can indicate their potential for future success [48][56]. - The STAR-L model is suggested as a framework for candidates to structure their responses, emphasizing the importance of learning from experiences [55][56]. Group 4: Organizational Culture and Responsibility - The article suggests that a company's leadership style influences the attribution tendencies of its employees, with a culture of external attribution leading to widespread blame-shifting [57]. - Organizations that foster a safe environment for accountability are more likely to cultivate employees who take responsibility for their actions [57].