It's one of those workplace situations that makes your blood boil quietly: you share an idea, and somehow your colleague ends up taking the credit. So what do you actually do?

This question was answered by Katie Feder, Mental Health Expert, whose understanding of relationship psychology brings real clarity to why this pattern happens and how to interrupt it; Michael Tsapazi, Industry Leader, who offers the perspective of someone who has watched these dynamics play out inside teams; and Andy Wright, host of Asking For A Friend on Never Not Creative, who guided the conversation.

Think in triangles, not blame

Katie frames workplace relationships as a triangle: me, you, and we. The relationship lives in the 'we' space, and when something feels off, it's worth asking what that shared space is currently allowing. Rather than going in with accusations, she encourages a calm, confident conversation: name what happened, say how it felt, and ask the other person what was going on for them. Their response, whether humble or defensive, will tell you everything you need to know about whether things can shift.

Insecurity explains it, but doesn't excuse it

Andy raises the possibility that the colleague might be acting out of insecurity, perhaps afraid of looking irrelevant or dispensable. Katie's answer is clear: understanding someone's motivation can be useful, but it doesn't change the boundary. Whether someone steals credit out of entitlement or out of fear, the answer is still no. Compassion is possible; absorbing the consequences of someone else's insecurity is not.

Managers often already see it

Michael points out that leaders tend to notice these dynamics, especially when they've worked with a team for a while. He also adds a useful nuance: sometimes the lines blur naturally, when one person does the work and another presents it, the 'we' framing can feel like a shortcut at someone else's expense. That's worth naming too.

When to escalate

If the direct conversation doesn't land and the pattern continues, both Katie and Michael agree: escalation is a reasonable next step. Holding a boundary once isn't enough if the behaviour keeps repeating.

The clearest takeaway here is that naming the problem directly, without drama but without apology, is almost always the right first move. You owe it to yourself to find out whether this relationship can change.