Mistakes are inevitable in leadership. How a leader responds to those mistakes often has a more lasting impact than the mistake itself.
Some leaders jump to conclusions, exaggerate the seriousness or impose quick punishments. They probably think of it as a way to maintain control or practice authority, but it can lead to a fearful workplace culture where employees aren’t motivated to take risks or fully commit.
What drives leaders to overreact?
- Need for control – For some leaders, punishment and micromanagement are efficient ways to maintain control. However, this approach doesn’t build proper authority or loyalty.
- Insecurity or lack of confidence – Leaders who feel insecure in their role, see mistakes as personal threats. They overreact to prove they are “in control” and that “mistakes are unacceptable.”
- Lack of constructive feedback – Punishing feels like the quickest way to handle an issue. When done right, constructive feedback requires skill, patience and experience – it’s not as simple as pointing out mistakes.
Consequences
Harsh responses may address the mistake but don’t prevent future errors or promote growth. Employees who fear punishment are more likely to hide their mistakes, shift blame or avoid responsibility.
In the worst-case scenario, it happens that leaders punish everyone, which leads to trust issues and an “us vs. them” mentality that prevents collaboration and growth.
How to address mistakes of your employees?
- Pause before reacting: When a mistake happens, take a moment to consider the context and gather all relevant information. Fast judgments often lead to later regret.
- Listen to the other side: Give employees a chance to explain what happened. Understanding the root cause can lead to better solutions and prevent the mistake from happening again.
- Promote a growth mindset: Encourage learning from mistakes. Discuss what can be improved and set action steps to avoid this from happening in the future.
- Offer constructive feedback: Focus on the behaviour, not the person. Be clear and specific about what needs to be improved.
- Forgive minor issues: Not every mistake deserves an immediate reaction. Sometimes, it’s okay to forgive to create a more supportive environment.
