Chances are, you’ve come across this phrase before—perhaps you’ve even used it when at a loss for words after a mistake, whether it was yours or someone else’s on your team.
Let me offer you a more effective way to handle those inevitable “mistakes-were-made” moments in the future.
As a leader, especially one with formal authority, it’s your responsibility to own both the successes and the failures of your team. You might find yourself credited for achievements you didn’t directly contribute to, and blamed for missteps you didn’t foresee. While this may seem unjust, it’s part of the leadership territory.
In an earlier article, I highlighted nine phrases that reveal weak leadership. Topping that list is the phrase “mistakes were made.” Nobody aspires to be perceived as a weak leader, so consider this…
You Shrink as a Leader by Saying Mistakes Were Made
When you interviewed for your position, you undoubtedly wanted to demonstrate your capability to handle the pressures of leadership. You’re likely grateful for the trust placed in you, so don’t shy away from accountability. When mistakes occur, either by you or your team, don’t retreat from your leadership role.
While the phrase might suggest an acknowledgment that errors have occurred, it falls short in three critical ways because that’s essentially all it manages to convey.
- Do I have what it takes to lead? On the good days and the bad?
- Do I have what it takes to lead when I need to own my mistakes?
- What about mistakes made by those I lead?
Surely, when you interviewed for your job, you wanted people to think that you can take the heat of leadership. Surely, you’re glad that they believed it and put you in your role. So don’t shrink when your response calls for ownership. Don’t shrink from leading when you or someone on your team makes a mistake.
The Problem with Mistakes Were Made
On the face of it, the statement does acknowledge that you are aware that some mistakes have indeed been made. The problem is 3-prong though because that’s all it does.
- It doesn’t inform on or report about what the actual mistakes were and why they matter.
- It doesn’t attach a name (a real person or entity) to the mistakes.
- It doesn’t acknowledge that you—or anyone—will ever accept responsibility for the mistakes.
The mistakes-were-made phrase is one of two things weak leaders say when they make mistakes, and everyone who wants to exhibit strength should steer clear of such statements.
Think about it. Mistakes were made only indicates that some vague—and apparently—unknowable person somewhere in the universe made mistakes. Someone in the universe made a mistake, but we are not willing or able to identify who the person is. And subsequently, we will not actually hold anyone accountable for the mistakes.
Everyone who hears this is thinking the same thing—leadership failure; weak leadership; and you’ve got to be kidding me.
Instead of Mistakes Were Made, Use This Approach.
When you’re faced with communicating a message about mistakes, commit to lead, commit to accept responsibility, and commit to shine by demonstrating the strength of your leadership. Use the following approach instead (here’s a script for you).
We have reviewed the (fill in the circumstance/situation) and have determined that (use we or I) made a mistake when we did (name the mistake). As the manager or leader, I take full responsibility to resolve this matter and make amends to those who were harmed. It is important that we get this right. So we will continue to investigate and determine the appropriate consequences and remedies for a successful resolution. I want you to know that I understand the damage this has caused and that it matters to me. I own the problem or mistake and personally commit to resolve this matter and get back to you.
Leaders who communicate with authority come off as more credible. Leaders who communicate with clarity earn more respect. And leaders who communicate with ownership gain more trust.
If you want to build a reputation as a credible leader who has the respect and trust of those you lead, own the mistakes that you and your team make. Do this by first identifying the specific mistake(s) and who’s (person and/or entity) responsible, take ownership, and announce what you will do to resolve it.
Recommended Reading:
4 Surprising Ways You’re Sabotaging Your Own Career Success
This Is The Phrase That Instantly Damages Your Leadership Integrity
How To Delegate Work To Employees: A Leadership Imperative
