When Was the Last Time Someone on Your Team Came to You After Making a Mistake?

This is a question we should ask ourselves—if not daily, at least weekly—especially if we’re in a leadership position.

And if it happened recently, reflect on these:

• How did they feel in that moment?
• Did they seem fearful or uncertain?
• Were they empowered and ready to work on a solution with you?
• Did they avoid a direct conversation and choose to communicate it through a message instead?

If your answers reveal room for improvement in how your team handles mistakes, here are three practices I’ve found helpful for fostering an environment where everyone—including you—feels safe to talk openly about what went well and what didn’t.

1?? Build the Right Culture

Culture sets the tone. If the norm is to avoid talking about mistakes, anyone who speaks up might feel out of place or even face backlash.

Start by analyzing your team’s current culture. If you’re new to the team, spend time observing how they react to challenges, communicate, and demonstrate transparency. This will help you identify where trust-building is most needed.

The change begins with you. Model the behavior you want to see. Admit your own mistakes respectfully and without self-judgment. Show that learning from errors is part of the process.

2?? Set Clear Expectations

Ensure your team knows they can come to you. The phrase "my door is always open" might sound overused, but if your words align with your behavior, your team will notice.

3?? Be Consistent and Patient

Building a culture of trust doesn’t happen overnight. If your team is still hesitant, work on it step by step. Have one-on-one conversations, especially with those who seem more stressed or unsure.

Gradually, your team will learn to see mistakes as a natural part of growth and continuous improvement.

?? Having a framework that helps you communicate any misstep or mistake will change the game for you. Why? Because it’ll ensure you stay focused on the future—on the next steps—rather than dwelling on the past or pointing fingers. Here’s one of my favorites. Feel free to use it!

Here’s a Framework You Can Use:

• Acknowledge the mistake: Own it openly.
• Explain how you discovered it: Help your team learn and stay alert to similar situations.
• Propose solutions: Share your options and invite the team to contribute ideas.
• Prevent recurrence: Outline steps to avoid the same issue in the future.

To Wrap Up...

Ask yourself: What actions are you taking to keep the door open for your team?