Consider Changing Careers? Don'T Delay.

Only 2% of employees over 40 years old continue to plan their career when they are 18 years old.

This is good news and bad news.

The good news is that it shows how people respond to information.

We may have dreamed of becoming a football hero, a cardiac surgeon, or the president of the United States.

As we learn more about ourselves and the reality of doing these jobs, we change our minds.

When I was 18 years old, I was fully committed to becoming a drama director.

When I got the chance, I found that I didn't like to be a director and I wasn't good at directing.

That's all about learning.

The bad news is that this may mean a lot.

Disappointed with the results of their lives.

They may want a job or change careers.

If this person is you, then I suggest you as soon as possible.

Everyone I know has made a major pition later than they should have changed.

In a slight dissatisfaction and anger setback, there was a futile conflict in a year.

Then, when people succeed,

After the job hopping, everyone turned to ask, why did it take me so long?

I think we are all about more and more.

The temporary nature is very contradictory.

The excitement of the once called "free" agency has turned into a cynical irony of low wages and unsafe work.

But as the economy begins to recover, it's a good time to look at your position.

Do you really want to be there? Do you still have dreams that you have but never tried before you are 18? Is it really too late?

My father was brutally squeezed out of his boring job when he was less than 60 years old.

He was miserable and angry, and then he went to business for himself.

The last 20 years of his life were the most interesting, productive and profitable time of his career.

What is his only regret? That is, he did not do it earlier.

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No one is perfect, but because of my boss's mistake or negligence, many problems have occurred, and I am very angry with them.

I am worried that this will affect my reputation in the company.

The next time my boss has blamed us for what he has done (or has not done), how should we deal with it? Is there any clever way to clear the problem over and over, or is it a political suicide? J.J.

Dear J.J.: you don't know how many people recently wrote to me to complain about the same situation - you should imagine.

Ben Da - Na discovered: "in the workplace, once something goes wrong, people will put more energy into recriminations rather than trying to find solutions. This is a common occurrence."

He added that the economic downturn exacerbated the problem, so shifting responsibilities now is more common than ever before.

"Look at Washington.

Even the government is closed, and Congress is still debating whether or not. "

Dattner is an organizational psychologist and consultant who has written a book called "blame game: how the The Blame Game:How the Hidden Rules of Credit and Blame Determine Blame".

Your boss often pushes you down to the fire pit. I don't know if you have talked with him. If not, it's time.

"There is a risk of confrontation directly with him, but there is also risk in silence and adversity," Dattner said.

The key is how to initiate dialogue.

He suggested asking specific questions, such as why your boss thinks mistakes are caused by others.

Discussing the details of the problem with him forced him to stop Framing - of course, in a calm rather than a censure manner.

This will make him realize that you have had enough to continue to be his scapegoat, and you want to prevent such a thing from happening again in the future.

You may also learn something useful, such as how he sees your role and his responsibilities.

Dattner said, "try to find out the truth."

For example, is it possible that, at the very beginning, you didn't know who should be responsible for any part of a project? So your boss really thought you made a mistake with your colleagues? "I have encountered the biggest mistake people have made, which is to react to this situation with great anger, without knowing the truth first."

Robert hall director of OfficeTeam, an employee placement company, agreed with Mr.

He said, "it must be clear what makes you blame for a certain problem.

Then I'll discuss how to prevent the same thing from happening again.

Hosking said that one way to prevent future graft is to start recording everything you and your colleagues do.

He said, "usually people are too busy to ignore and miss a lot of things.

So before each project is started, write out the responsibilities of everyone in writing, and ensure that everyone, including the boss himself, has one hand and signs on it. "

Detailed assignment of responsibilities can even prevent mistakes.

As you suspect, it would be counterproductive to lodge a complaint with your boss, so this is the last resort.

Hosking said: "if you are unfairly blamed for something, and this will seriously damage your career development, you can consider a higher level of complaints at this time, and can be considered by the human resources department.

But first warn your boss that he will be caught off guard.

Invite him to the meeting.

Take this as an opportunity to clear up misunderstandings and clarify facts.

In addition, Ben Dattner has another suggestion: concentrate on building a strong network of relationships.

In his reproach game, he wrote, "if your boss denies your credit and criticizes you, he may change his attitude when he realizes that he recognizes your talents both inside and outside the company."

Dattner said that a strong fan network makes it more likely for you to get other jobs from inside and outside, even if you are "the most eager for credit and the boss who likes to blame others, and do not want to be considered inconsistent with the rest of the company, nor do you want to be blamed for an excellent and irreplaceable employee leaving."

Once you stop being a scapegoat and become the best thing for your boss, he will change the way he did before.