Should Managers Apologize?
Does Admitting Your Mistakes Make You a Bad Manager?
Should the Boss Always Be Right?
A hot-tempered conference call had just ended. I stepped out of my office to get some fresh air. At the water cooler I ran into a peer, a fellow manager, who had also been on the conference call.
“Wow, that was intense” she said.
“Yeah. I don’t get why he just won’t let it go. Admit the mistake, apologize, and move on. Not a big deal.” I shook my head.
“Not going to happen” she replied. “He actually told me he never apologizes as he thinks it’s a sign of weakness.”
“Say again?”
“You heard me correctly” she smiled. “He once told me that he does not admit to mistakes, or apologize as he believes it makes people question his authority.”
We were talking about Richard, a high-ranking executive in the company who had made the wrong decision a few weeks prior. It was nothing of extreme consequence or something that would threaten the fate of the company; it was simply a decision that the team had executed upon, but ended up forcing a little extra work to recover. Regardless, Richard grew very defensive on the phone call of his decision despite what everyone knew to be true, and continued to rationalize why his decision was right.
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My colleague’s point was accurate. Though I had never realized it, in all my years working for Richard, I could not recall a time when he admitted a mistake or had simply apologized for a regretful decision.
Should Managers Apologize After Making a Mistake?
Some managers believe that admitting mistakes and apologizing could be seen as a sign of weakness, one that could undermine his or her management authority. It’s not a surprise why some feel this way. After all, as a manager our employees, colleagues and our own supervisors tend to watch our actions and decisions very closely. Further, as managers, we’re expected to make decisions soundly and effectively. Here some common misconceptions people have about managers who admit to flawed decisions.
5 Misconceptions About Managers Who Make Mistakes:
- Employees will lose respect for the boss.
- It shows the manager is a poor leader.
- It is a sign of a weak manager.
- People will think the boss are not qualified for the job.
- Colleagues will not trust their future decisions.
When we look at this list of common misconceptions leaders have about admitting mistakes, the central theme is about how one’s colleagues will view him or her as a result of admitting an error was made.
To combat these misguided ideas, it’s important to recognize that good management is far more about effective leadership than it is about being superhuman. Because of this, admitting errors and apologizing doesn’t make one a weak boss. By contrast, it is means of building respect and trust within one’s team and organization!
Moreover, as a leader of people, admitting to mistakes and offering simple apologies when appropriate offers tremendous value to your managerial stock. Managers make errors all the time; no one is perfect, nor does anyone – including your employees – expect you to be mistake-free.
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When employees see their own boss admit these mistakes and offer apologies as necessary, it signals that a policy of trust and honestly is expected and safe. Consider this: if your own supervisor makes a blatant error but does not admit or acknowledge it, how does that affect your trust of him or her as a leader? Admitting errors and conceding you were wrong fosters an environment of teamwork and honesty between you as the manager and your employees who follow your lead.
Of the misconceptions listed above, the only one that holds merit is the idea that people will not trust the manager’s future decisions if he or she admits to make a mistake. However, the reason people may not trust future decisions is not because one admitted to it, but rather if that individual has a history of making poor, or short-sighted decisions.
4 Reasons Manager’s Should Admit When They Are Wrong:
- It demonstrates what is expected of employees.
- It promotes an environment of open communication.
- It makes managers and executives more approachable.
- It encourages people to admit errors before they become real problems.
While the belief that admitting mistakes suggests weakness and softens credibility may be understandable, it is misguided. The impact of any perceived weakness of a manager who admits his or her mistakes is far less severe than the long-term impact of a team that doesn’t trust a manager who won’t fess up to a bad call.
Showing a human side as a manager or executive is actually an excellent way to connect with staffers who may be intimidated by one’s title or position within the company. Thus, admitting to errors and mistakes is an opportunity to build sound relationships with employees and creates a culture of trust and respect within an organization.
What do you think? Should managers apologize if they make a mistake? Please leave a comments and share your opinion!
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