To be persuasive, we must be believable; to be believable, we must be credible; to be credible, we must be truthful. Edward R. Murrow
The ability to take an honest look at a situation and take the necessary steps to rectify it – even if it means admitting error and / or acknowledging weakness – is crucial for leader effectiveness. Frequently, however, we see just the opposite occur. In many instances, our first response is to deny problems or mistakes or conjure up excuses to justify their occurrence. Nobody wants to appear as foolish or ill informed. This is particularly true of leaders, who tend to feel that they must always act justifiably or lose credibility.
Error is as central to the human condition as any other quality. We all make mistakes, and will do so every day of our lives. We must be willing to accept them, and have the self-confidence and integrity to admit it when we do. Our ability and willingness to do this, perhaps more than anything else, will allow us to build and maintain the trust of those we lead.
Business leaders routinely make decisions based upon imperfect information and judgment. They may get blindsided by a competitor’s response or underestimate the challenges in developing and selling products. Wholeheartedly accepting our errors, rather than avoiding responsibility or offering up excuses, limits potential damage and sets us on the right course.
What prevents leaders from apologizing freely, from owning up to mistakes and taking full responsibility for them? One contributor, no doubt, is the cultural axiom that leaders, particularly aspiring ones, should hide weaknesses and errors. However, we need to realize that it is not only healthy for leaders to admit their wrongdoings, but such practice can serve be a powerful tool for them, increasing their legitimacy amongst their coworkers. People need courageous leaders in order to feel there is someone to make the tough calls and to take responsibility for them; they need to know that the buck truly does stop with the leader. With a dauntless leader, people feel protected, knowing that the person in charge really has their back and will take ownership when things go awry.
Moreover, when practiced regularly, such admissions can help to build a culture that increases solidarity and openness to change, positive features of organizational life. And courage begets courage: followers are more likely to make their own tough decisions and to take responsibility for them when their supervisors model that same behavior. Have their backs and they will more likely have yours.
In terms of the actual apology, follow these rules in order to maximize its effect.
Apologize sincerely – Saying “I am sorry” must communicate genuine regret for your behavior and a wish that you had acted differently.
Take complete ownership – Avoid shifting the blame (“I apologize that you misunderstood me,” “I am sorry that you felt that way,” etc.). Doing so greatly diminishes the apologizer’s effectiveness. Stating that the other person was partly responsible for what occurred or for his hurt feelings places the listener on the defensive, and causes them to consider you to be disingenuous and perhaps even accusatory. And that is no way to apologize.
Avoid excuses – State your error directly, without justification. To the listener’s ear, excuses not only feel like an attempt to validate the wrongdoing, they may even sound like an attack, as if the plaintiff was inconsiderate to hold him accountable in the first place.
State how you intend to fix things – Articulating your intent to correct matters, including an action plan of intended steps, will do wonders to convince the listener of your sincerity. It should be simple, realistic and detailed.
And then follow through – Few things damage morale more than when a leader sets expectations for personal or organizational change and then does not follow through. In many ways, it is worse than not having apologized in the first place. When leaders do not act as promised, employees question not only their courage and will, but also their trustworthiness.
Rabbi Naphtali Hoff is an executive coach and consultant and President of Impactful Coaching & Consulting (www.ImpactfulCoaching.com). He can be reached at 212.470.6139 or at [email protected].
By Rabbi Naphtali Hoff
