Colleague takes credit for my idea — what now?
In the meeting they sold your idea as their own, everyone nodded, and you've been sitting speechless at your desk for ten minutes. Before you talk yourself out of it again: here is the 90-second capture tool that makes the pattern visible — without drama, without immediate escalation.
For the next few minutes
Idea-stealing is rarely a one-off incident — it's a pattern you only recognize once you've tracked it over weeks. That's exactly why the moment fades within hours, and the next one can be explained away individually all over again.
Write down the incident right away, in two sentences, with the date, who was present, and the exact words used. Not for HR, not for a lawyer — just for yourself first. Documentation here isn't an escalation step; it's a tool for trusting your own perception.
Pack language helps you sort things out: was it "idea-stealing," "public belittling," "back-delegation"? When an incident gets a label from the pack, it moves out of a gut feeling and into a comparable category.
Don't escalate yet. Collect three to five entries — then you have a pattern instead of an episode, and a pattern is what actually carries weight in an HR conversation or with a lawyer.
Step by step
1. Write down the incident within 30 minutes
Date, who was present, exact words. Two sentences, nothing more. A notes app is enough.
2. Label it with pack language
Idea-stealing, public belittling, back-delegation — one category per entry.
3. Collect three to five entries
Only then assess whether it's a pattern. Before that, it's a single episode.
4. Only then choose your next step
Direct conversation, HR meeting, or a change of strategy — that decision belongs after the pattern, not in the moment of shock.
Common questions
Shouldn't I just address it directly?
In the moment itself, usually no — you're still in shock, and a hasty word tends to harden positions. Write it down, sort it with pack language, and look for the direct response for next time, not for this one.
Do I really need to document this in a legally sound way?
Not at the start. An honest mini-note with the date, who was present, and the exact words is enough for yourself. Only once a pattern becomes visible and HR or a lawyer comes into play does evidentiary quality become relevant — that's what the incident log tool is being built for.
What if I'm overreacting and there's no pattern at all?
That's exactly what you'll see after three to five entries. If there's no repetition, it was an isolated incident — and that's valuable information. If there is, you have evidence instead of a gut feeling.