We've all dealt with colleagues taking credit for others' work in the workplace.

Maybe your boss takes the credit, or a co-worker claims your idea as their own.

This is one of the most common workplace challenges in male-dominated fields.

Clients often come to me with issues about their boss, or another colleague, taking credit for their work.

If you've had your ideas stolen, you're in the right place.

Today, we'll learn how to prevent it from happening and how to react when it does.

Let's start with a humbling truth: your idea is not your genius alone.

Far before it's stolen, any idea brought to the table is merely a seed.

Sometimes people forget who mentioned a particular seed—it's often an unintended oversight, but sometimes it's not.

However, if this routinely happens to you, the first thing to do is not suffer in silence.

f you let this happen without saying anything, over time you'll become a worked-up ball of resentment and rage ready to snap—which, take it from me, is never a good look.

Instead, thank the person in the meeting by saying something like:

"John, I really like the way you built on my idea from a few minutes earlier, and I'd love to work with you on it."

That reminds people you are collaborative, but that it's largely your seed of an idea to start.

It also sends a message to John that you are someone who recognises what he's done.

Remember, when this happens, you're often not alone.

This is literally one of the most common questions I get asked.

In fact, research shows women, particularly women of colour, most often have their ideas erroneously credited to other people in the office.

Besides mentioning it when it happens to you, become better at crediting other people when you see their ideas get appropriated.

A good way to support someone is to say: "I really like the way John's taken Janelle's idea from our last meeting and worked with it."

Continue the support, by innocently asking" 'Have you two been working on it together since we were last together?"

This does two things.

First, it shows Janelle that you've noticed what just happened and that you've got her back.

This is great for Janelle's morale, because at times she probably feels just like you do: overlooked.

This might also make Janelle an ally of yours in the future.

Secondly, it sends a shot across the bow to the 'Johns' of the world.

It shows that his perhaps sneaky move was seen by other people, so he should be careful about claiming ideas as his own.

Here's my secret stealth tip to prevent an idea being stolen in the first place: get support from a key ally before you go into the meeting.

Share your idea with them so that you can back your claim.

Then at the meeting, you've got two options:

Option 1: Your Ally Introduces It

Ask your colleague to mention it by saying something like: "Well, you know, Wendy and I were talking about this a few days ago, and she brought up a really interesting point that we want to discuss with everyone."

Option 2: You Introduce It With Attribution

Raise it yourself at the meeting by saying: "Well, I was talking with Mark about this the other day, and he helped me see a few new angles on an idea I had, and we thought it'd be great to discuss with the larger group."

That way, it's confirmed to everyone that it started with you, but also shows your willingness to collaborate and hear other people's priorities.

Your ally gets some credit too for shaping your thinking.

Everyone's a winner.

Through our coaching sessions, my clients discover that getting credit for their work isn't optional—it's essential for advancement.

You can't get promoted if decision-makers don't know what you've contributed.

This isn't about being difficult or political. It's about ensuring your contributions are visible so you can advance in your career.

Remember: no one ever cares about your career as much as you do.

Email me at suzanne@doylemorris.com for a complimentary chemistry call. We'll discuss your biggest workplace challenge and whether a 12-month coaching partnership makes sense for you.

Learn more: www.suzannedoylemorris.com