However, how we handle these mistakes can make a significant difference in our growth and development. My own mistakes have taught me to be more humble, to value the power of apology and to understand that every mistake is an opportunity to learn and improve. This acknowledgement, especially in the professional sphere, not only enriches our personal development, but also generates positive effects within our teams. In this article, we will explore how admitting our mistakes in the workplace can strengthen relationships, improve collaboration and foster an environment of trust and continuous growth.
The Power of Humility: How Mistakes Make Us Better
As many know, I like to define myself as an optimistic (NOT naïve) person. Throughout my life, I have learned to find the silver lining in situations where others only see problems, especially when I am wrong. It’s not that I purposely look for mistakes, nor that I am a person who constantly makes mistakes, but yes, sometimes I do make mistakes. Sometimes I make decisions that later turn out not to be the best, or I react angrily instead of arguing calmly. I am human and I accept that making mistakes is an inevitable part of life.
What really matters to me is how I have learned and managed to handle those mistakes. I have learned to realise when I am wrong and, most importantly, to acknowledge and apologise sincerely, whether to an individual or to a group. Iam not ashamed to do so; on the contrary, I do it with humility. I am not proud of having made a mistake, of course, but I am proud of having had the courage to acknowledge my mistake and the courage to ask for forgiveness in public.
This attitude not only helps me to grow as a person and a professional, but also has a very positive effect on the people around me, especially my team. When I admit my mistakes and apologise, I show that acknowledging mistakes is a sign of strength, not weakness. This behaviour creates an environment of trust and openness, where everyone feels safer to take risks, learn and grow together.
Furthermore, by acknowledging my mistakes and asking for forgiveness, I promote a culture of accountability and continuous learning. My teammates understand that making mistakes, as long as we learn from them, is not only acceptable but also necessary. This not only improves team morale, but also makes us more resilient and effective in our work.
Ignoring Mistakes vs. Apologising: The Impact on your Team
Professionally, I have had the opportunity to reflect on the importance of admitting mistakes and apologising sincerely. Through my experience, I have identified three key positives that emerge from adopting this attitude. Before sharing these three positive effects, I want to highlight that when I have chosen to ignore my mistakes and not take responsibility, the effects on my team’s behaviour have been profoundly negative. This behaviour has not only lowered the morale of the team, but has also led to a significant decrease in respect for me as a leader.
A leader, in my opinion, possesses two fundamental little things: the authority conferred by his or her position and, most importantly, the respect that he or she earns through the consistent practice and demonstration of universal values. Authority may be formally granted, but respect must be earned and it is up to the team to decide whether or not to grant it, and to what degree.
The true effectiveness of leadership lies in the respect that is built day by day through authenticity, honesty and the ability to recognise one’s own mistakes. Ignoring mistakes and not apologising can create an environment of distrust and resentment. When authority is imposed without the backing of respect, it risks creating an environment of fear and control, where decisions are made under pressure and fear, which is counterproductive to team cohesion and performance.
So, while admitting a mistake may seem trivial, there are several compelling reasons to do so. Here are the three most important reasons I have personally experienced:
How Talking About Failures Builds Team Confidence
While it is understandable that employees may be reluctant to discuss their own failures, they are more likely to feel connected to leaders who are able to acknowledge and admit their own mistakes. A leader’s willingness to share his or her failures and lessons learned, even when these failures are not directly relevant to staff, creates an environment of openness and transparency. This act of vulnerability not only humanises the leader, but also establishes a foundation of trust and empathy within the team.
When leaders talk openly about their challenges and mistakes, it sends a powerful message that failure is a natural part of the growth and learning process. This not only facilitates a greater emotional connection with the team, but also fosters an organisational culture where honesty and continuous improvement are valued. Instead of being afraid of making mistakes, people feel supported and motivated to approach their own challenges with a more constructive and collaborative attitude.
Capitalising on Mistakes and Adjusting Course
A mistake only becomes a positive opportunity if it is used to learn something meaningful and actions are taken to correct it. Simply acknowledging that a mistake has been made is not enough; it is crucial to reflect on the incident, identify the lessons that can be learned and apply these learnings to make appropriate adjustments.
If this process of analysis and correction is not undertaken, there is a risk of not using the mistake as a tool for growth. Without critical reflection and adaptation based on these lessons, the opportunity to learn from external and enriching perspectives is likely to be lost. Furthermore, the lack of a proactive response to mistakes can lead to an attitude of denial, where the reality of failure is avoided and the impact of failure is minimised. Consequently, behavioural patterns are perpetuated and personal and professional development is prevented, impeding advancement and continuous improvement.
Managing Ego to Drive Performance and Creativity
While many leaders openly proclaim that failure is a necessary part of the process of innovation and growth, in practice, they are often upset when their teams face failure or struggle with challenges. This dissonance between discourse and practice creates an environment in which staff feel discouraged to take risks and experiment. When people perceive that their mistakes will be punished or frowned upon, they become less likely to experiment with new ideas, which limits creativity and innovation within the team.
The main obstacle to admitting and acknowledging our mistakes is often ego and pride. These feelings can make it difficult to accept responsibility and learn from our mistakes. However, if we are able to manage our ego wisely and adopt an attitude of openness and learning, it will not only improve our personal performance, but also enhance the performance and cohesion of our team. Acknowledging mistakes and using them as opportunities for growth and improvement contributes to a more dynamic working environment, where creativity can flourish and the team can move forward more effectively.
