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If a colleague repeatedly rephrases your ideas and presents them in meetings as their own, or takes your strategy to a leader and claims it as <\/span><\/p>\n theirs, what should you do? Do you take action to prevent it from happening again, or handle the situation strategically?<\/span><\/p>\n Avoiding situations like this will inevitably have a negative impact on the entire team, as well as affect your morale. You need to address the issue\u2014or you may end up <\/span><\/p>\n resorting to the same unacceptable behavior by taking credit for your colleagues\u2019 ideas.<\/span><\/p>\n You should learn how to handle situations like this by applying core principles that lead to positive outcomes. If you choose to address the issue, you\u2019ll find<\/span><\/p>\n You\u2019re facing your toughest challenges yet.<\/span><\/p>\n \u00a0<\/span><\/p>\n There are many situations like this. Here are a few examples and how to handle them.<\/span><\/p>\n <\/p>\n \nPause to consider that they may have done it without realizing it\u2014which would mean something is wrong. In that case, you should help them understand the appropriate way to change <\/span><\/p>\n their behavior by following these steps:<\/span><\/p>\n \u2022 Before you say a word, stay calm. Losing your temper can make you seem unreasonable\u2014whether or not you are\u2014and you won\u2019t be able to explain <\/span><\/p>\n your position and ideas if you\u2019re angry. As a result, you won\u2019t be able to control your emotions.<\/span><\/p>\n .<\/p>\n \u2022 Respond to others taking credit for your ideas with tact and confidence, and address it directly if possible. For example, if a colleague reiterates <\/span><\/p>\n your idea, say, \u201cYes, that\u2019s exactly what I was raising\u2014the point I mentioned earlier. I\u2019m glad you support my ideas.\u201d<\/span><\/p>\n .<\/p>\n \u2022 If this continues to happen, approach the person occasionally and talk with them. Remember that if they keep presenting your ideas, it may <\/span><\/p>\n be a sign of a flaw in their thinking, so be kind; otherwise, the situation between you may become adversarial. Make sure you genuinely believe they didn\u2019t mean to do it, and that you\u2019re simply checking the accuracy of <\/span><\/p>\n their contributions at work. Then you\u2019ll find it easier for them to acknowledge their mistake. For example, you could say: \u201cI\u2019m sure you didn\u2019t mean to, but a few times\u2014especially during the last meeting\u2014I had an idea similar to yours after I\u2019d shared it earlier. I\u2019m glad you believe in ideas <\/span><\/p>\n like mine, and I appreciate your expertise in our work. I\u2019d love to hear your perspective on similar ideas in the future.\u201d <\/span><\/p>\n \u2022 If the problem continues, bring it up in a one-on-one meeting with your manager. Focus on your desire to strengthen working relationships, stick to the facts, and maintain<\/span><\/p>\n .<\/p>\n \u2022 \u0625\u0630\u0627 \u0645\u0627 \u0627\u0633\u062a\u0645\u0631\u062a \u0627\u0644\u0645\u0634\u0643\u0644\u0629\u060c \u0641\u0627\u0630\u0643\u0631\u0647\u0627 \u0623\u062b\u0646\u0627\u0621 \u0627\u062c\u062a\u0645\u0627\u0639 \u0641\u0631\u062f\u064a \u0645\u0639 \u0631\u0626\u064a\u0633\u0643 \u0641\u064a \u0627\u0644\u0639\u0645\u0644\u060c \u0648\u0631\u0643\u0632 \u0639\u0644\u0649 \u0631\u063a\u0628\u062a\u0643 \u0641\u064a \u062a\u0642\u0648\u064a\u0629 \u0639\u0644\u0627\u0642\u0627\u062a \u0627\u0644\u0639\u0645\u0644\u060c \u0648\u0627\u0644\u062a\u0645\u0633\u0643 \u0628\u0627\u0644\u062d\u0642\u0627\u0626\u0642\u060c \u0648\u0627\u0644\u062d\u0641\u0627\u0638 <\/span><\/p>\n Focus on the positives, saying, \u201cI believe this person has strengths, and I look forward to their own ideas becoming confident enough to stand on their own rather than resemble others\u2019 ideas.\u201d <\/span><\/p>\n \u0644\u0623\u0641\u0643\u0627\u0631 \u0627\u0644\u0622\u062e\u0631\u064a\u0646\u201d.<\/span><\/p>\n .<\/p>\n \nYes, speak up right away. Don\u2019t hesitate to tell your manager that you believe your colleague directly copied your idea and presented it as their own, or that they took credit for it. <\/span><\/p>\n You certainly don\u2019t want to make a scene or let it go unnoticed. In that case, follow these steps:<\/span><\/p>\n .<\/p>\n \u2022 Stay calm before taking action so you can keep your wording under control.<\/span><\/p>\n . on the same project and, during a meeting, you nervously failed to share your contribution. Someone else then brought it up, and it gained traction. Also, voice<\/span><\/p>\n your concern without making accusations, so you don\u2019t damage your working relationships. And always leave the door open by giving the other person a chance to apologize. On this, \u201cKaren <\/span><\/p>\n Dillon,\u201d an HR expert and author of *The Office Politics Handbook*, says: \u201cIf you don\u2019t address it in a timely manner, the working relationship will become uncomfortable, and the other <\/span><\/p>\n1. If a colleague rephrases your ideas and presents them as their own in front of everyone:<\/span><\/h2>\n
2. If a colleague presents your successful idea as their own:<\/span><\/h2>\n
\n\u2022 Make sure there hasn\u2019t been a misunderstanding or mistake. Perhaps you were brainstorming together and you misremembered the idea as your own, or perhaps you worked together <\/span><\/p>\n