In the most recent LinkedIn article I published called If You Want It Done Right…, I shared a comment I heard John Maxwell make recently, “A leader who empowers their team isn’t someone who believes they have to do it all themselves for it to be done right.” While that’s not necessarily as easy as it may sound, it’s absolutely something we have to begin doing at some point if we have any hope at all of moving beyond that busy-ness we’ve kicked around over the last several messages to a place where we’re building a team that accomplishes what it’s really capable of!
I closed the last blog by challenging you to really think into how much it really matters when someone on our team makes certain mistakes. If it’s a true life or death scenario, we may need to stay in complete control of the situation. But let’s be brutally honest, those are few and far between! There are far more situations where a mistake here and there...
As we continue digging into the idea that all of us are going to make mistakes and that can’t be what completely stops us from delegating tasks to our team members, there’s one big thing we’ll need to be able to answer: How much does it really matter?
Before we get wrapped up in answering that question, let’s make sure we’re on the same page… Some mistakes come with a higher cost, and none are more expensive than the ones that are covered with excuses! Learning from a mistake is often part of the price of learning, but making an excuse rather than accepting responsibility and finding the lesson means there will never be the slightest chance to pull value from the mistake!
Whether it’s a team member who we’re developing as we begin providing them with new opportunities or a politician who’s “set up” by a salon owner, making excuses for this mistake limits (and sometimes completely removes) our chances of trusting them...
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