Sorry, Yes Sorry

The reason apologizing is so hard is because it’s admitting to someone else you were wrong.

It’s like the Bible verse, “Pride goes before destruction.”

• Reminds me of the other week when I snapped at my daughter for misquoting something I said.

• I’m almost 100% sure I didn’t say what she said I did (but there is a small chance I did say it), but how I lashed out at her was wrong.

• I went to bed knowing I was too harsh, so the next morning when she woke up I knocked on her door and apologized for my tone of voice.

Now if that was hard for me, imagine how tough it is for managers to admit to their team they made a mistake.

But that’s not an excuse.

In fact, ponder this: how would your impression of leaders change if they confessed their mistakes?

I’m pretty sure you’d agree it would improve, but isn’t that mostly because it rarely happens?!

That’s the sad part.

I’m not saying we need insecure, self-deprecating leaders.

What I am saying is leaders need to be humble enough to say they’re sorry when they’re wrong.

Most leaders believe admitting weakness hurts them, but hiding your shortcomings always comes back to haunt you.

Here’s an example with workplace context:

In all the interviews I’ve either facilitated or been on the receiving end of, one aspect builds connection, trust and relatability faster than anything else.

Vulnerability.

I think somewhere along the way we learned that leadership is about portraying strength.

Now as much as I am believer of leveraging your personal strengths, don’t forget leadership is about connection.

How you build and extend it varies based on personality, but a simple apology from above goes a long way.

Please don’t take from this article that I’m saying constantly grovel to your people.

• What’s important is to not attempt to look bulletproof as a leader when you’re not.

• People are human before they are employees.

• If you can remember that, it will save you a lot of conflict in leadership.

So if you’re already doing this is as a leader, I’m sure you’ve established a strong connection with your people.

But if you feel like I’m speaking to you directly about making changes in your managerial style, reply to this email and let’s create a game plan moving forward.

God Bless,

Scott

P.S. It’s always a good time to motivate your people about the importance of soft skills👇