Great Managers Take Public Responsibility for Team Failures but Credit Their Team for Successes

Great managers distinguish themselves by their accomplishments and how they handle successes and setbacks. One hallmark of an effective manager is their willingness to publicly accept responsibility for the team’s failures while redirecting credit for successes back to the team. Though this approach may initially seem self-sacrificial, it is an essential practice for effective and sustainable management:

1. Fosters a Culture of Accountability

Managers who take responsibility for their team’s failures create a culture of accountability. This culture encourages team members to admit mistakes, identify root causes, and work on corrective measures rather than hiding errors out of fear of blame. When managers say, “The buck stops with me,” they model the behavior they expect from their teams, demonstrating that accountability isn’t something to fear but to embrace.

Moreover, when employees know they won’t be publicly shamed for mistakes, they are more likely to take calculated risks, make decisions independently, and innovate. This type of accountability supports a growth mindset where team members continually seek to learn, develop, and improve.

2. Builds Trust and Loyalty

Trust is a crucial factor in building a high-functioning team. When managers protect their team members from public blame, they demonstrate empathy and loyalty. In return, team members become more loyal and dedicated to the manager and the organization. This loyalty becomes a powerful asset in times of adversity when a committed team will go above and beyond to ensure success.

Crediting the team for success reinforces this bond, making team members feel appreciated and valued. Managers who publicly acknowledge their team members' contributions, increase job satisfaction and morale, motivating employees to invest even more in their work.

3. Promoting Humility and Emotional Intelligence

Taking responsibility for failures requires humility— a trait distinguishing effective managers from ineffective ones. Humble managers are aware of their limitations and open to learning from their mistakes. By acknowledging failure without passing blame managers demonstrate emotional intelligence, showing they can manage their emotions, empathize with their team, and lead with resilience.

Managers who consistently recognize their team’s contributions during successes also demonstrate humility, signaling that they don’t need to be the center of attention. This behavior often inspires others to act with similar humility and respect, creating a more cohesive and collaborative work environment.

4. Empowering Future Managers

When a manager consistently credits the team for achievements, they promote a mindset of ownership and empowerment within the team. Team members who feel recognized are more likely to step up, take initiative, and lead projects confidently. They are motivated to perform at their highest level because they know their hard work will be acknowledged.

By highlighting the contributions of team members, managers create opportunities for others to shine, effectively developing future managers within the organization. This not only aids in succession planning but also ensures the team remains resilient and effective even when the leader is not present.

5. Protecting the Company’s Reputation

Public blame-shifting is more than just bad form; it can damage the company’s reputation. Managers who pass the buck or throw employees under the bus tarnish the organization’s image, signaling to external stakeholders—like clients and investors—that the company lacks internal coherence and accountability.

On the other hand, a leader who gracefully accepts responsibility and transparently addresses the situation reinforces the organization’s reputation as a place where people take ownership of both success and failure. Stakeholders are often more forgiving of mistakes when they see a manager owning the issue, discussing corrective plans, and standing up for the team.

6. Driving Continuous Improvement

When a manager takes responsibility for the team’s missteps, it opens up the space for constructive learning. This approach allows the team to objectively analyze mistakes, identify areas for improvement, and initiate processes to avoid similar failures in the future.

If team members feel blamed for failures, they may avoid taking responsibility or even recognizing errors, as admitting a mistake could seem professionally dangerous. By creating a safe environment for failure and growth, managers enable the team to engage in continuous improvement, resulting in more effective operations and a greater chance of long-term success.

Publicly accepting responsibility for failures while crediting the team for successes is a powerful management strategy that builds loyalty, trust, and resilience. This approach does not diminish the manager’s authority; it enhances it, as team members and stakeholders recognize a manager who acts with integrity and empathy. Managers prioritizing their team’s growth, morale, and success ultimately cultivate a culture where people want to perform at their best.

Ultimately, this management style is the foundation of high-performing teams. In the long run, it’s not the manager’s personal achievements that define their legacy, but rather the lasting impact they have on those they lead.