Q: I’ve always considered myself a team player, but lately, one of my colleagues has been claiming credit for ideas I initiated or have successfully implemented. Any advice on how I can set the record straight without sounding self-serving or petty?  

A: This is a tricky but a very common workplace dynamic—you want to protect your contributions without undermining your reputation as collaborative and gracious. 

It is important to know if these incidents were intentional or a possible oversight. Reflect on the context of the situation to avoid jumping to conclusions. If indeed, these transgressions are intentional, give yourself time to process your emotions before reacting so you can make a thoughtful response.

The key is to frame your response in a way that clarifies your contributions and credits your leadership role and the team’s success as opposed to taking the spotlight for your personal accomplishments. 

Here are some strategies:

Document and Speak Up

  • Document your contributions: Keep a record of your ideas, drafts and implementation steps. Share updates in writing to your colleagues to create a trail that defines your role.
  • Speak up in meetings: When discussing progress on your ideas or projects say something like: “Building on the idea I suggested last week …” This asserts ownership without sounding defensive.
  • Highlight collaboration: Acknowledge others while clarifying your role as the project manager or team leader, if appropriate. Thank the team for their support and if need be, ask for additional assistance to address outstanding concerns to ensure success moving forward.
  • Keep your leadership in the loop: Share updates directly with managers or stakeholders, positioning them as status reports rather than self-promotion. For instance, your update could say: “Here is the outcome of the initiative I started last month.”

Your Tone Matters

  • Keep it factual, not emotional. Stick to timelines, outcomes and impact.
  • Use “we” generously, but sprinkle in “I” when it’s about your direct actions.
  • Avoid calling out the colleague directly—it risks sounding petty. Instead, let your documentation and communication style clarify your role.

Be Proactive with a Twist

  • Consider putting your colleague into the spotlight during a meeting by saying something similar to: “I’m glad you liked the idea I introduced—your support has helped it gain traction.” This subtly reminds everyone who and how the idea originated while keeping the tone positive. 
  • Depending on the nature of this transgression, you may need to meet one-on-one with your colleague in person—not by phone or virtually—to better understand their perspective or misunderstanding. 
  • If the issue persists or escalates, you might want to consider discussing the situation with your supervisor for additional guidance—but not as a complaint against a colleague.

Hopefully clear boundaries can be set to ensure the colleague in question will understand respective roles in future collaborative projects—and set the bar to maintain professional standards fostering a positive work environment.

Joan Lee Berkman is a marketing and public relations consultant. if you have a question for Joan, send it to business@townandstyle.com.