When Managers Mess Up

It’s inevitable. Here’s what to do and how to move forward.

In today’s workplace, the role of a manager is more complex than ever. Leaders are navigating a fast-changing economy, technological disruption (yes, AI really is reshaping the way we work), and evolving expectations about what it means to lead. At the same time, they are responsible for supporting teams of humans who are also feeling the weight of uncertainty and personal challenges. It’s no wonder so many managers feel pressure to perform flawlessly.

But here’s the truth: perfection is impossible.

Managers are human. Mistakes are inevitable. What truly defines great leadership is not an unblemished record, but the way managers respond when things go wrong. How leaders handle their own missteps has a profound impact on team culture, trust and performance. Modeling a healthy relationship with failure—acknowledging it, learning from it, and moving forward—is an essential leadership skill. And like any skill, it must be practiced and developed.

So, what should a great leader do when they mess up?

Acknowledge it

This is the foundation. Leaders must resist the instinct to deflect blame or minimize the mistake…even when it wasn’t entirely theirs. A clear, direct acknowledgment sounds like: “I miscalculated how long this would take, and that left you all waiting for your action items. That was my mistake.”

Owning your part in a misstep fosters psychological safety. When team members see that it’s safe for the person in charge to admit mistakes, they’re far more likely to do the same, which cultivates a culture of openness and learning.

Apologize sincerely

Many of us are conditioned to believe that apologizing signals weakness. In reality, a genuine apology is a powerful act of leadership. It demonstrates care, accountability and respect for the people impacted by your actions. Even if the situation wasn’t entirely your fault, apologizing for your role helps clear the air and paves the way for the team to move forward.

Share your learnings

Leaders set the tone for reflective practice. When something goes wrong, be transparent about what happened and what you’ll do differently next time. For smaller mistakes, this might sound like: “I’ll be more mindful of this in the future.” For bigger challenges, invite team members to reflect together. You might gain valuable insights and help deepen collective learning.

Ask for feedback

Seeking feedback is an advanced leadership skill, and yes—it can feel uncomfortable. But it is essential for growth and trust-building. One practical approach is to ask your team what you should Keep Doing, Start Doing, and Stop Doing. Encourage team members to share one item in each category, ideally once a month.

If your team is hesitant at first, lead by example. Offer your own reflections in those categories and invite their input. Just as important as asking for feedback is receiving it graciously, acting on what resonates, and demonstrating that you value their perspectives.

Rinse and repeat

Mistakes are part of leadership—and part of being human. What matters most is how you navigate them. When you model humility, accountability and resilience, you teach your team how to fail and grow from failure. This fosters not only trust, but also adaptability and a culture of continuous improvement.

A Final Word: Leadership Skills Must Be Learned

It’s a myth that great managers are simply born with the ability to lead perfectly. The truth is, leadership skills - especially the ability to navigate mistakes and build resilient, high-trust teams - must be taught, learned and honed over time.

At Luminal Development, we help leaders in the nonprofit and service sectors do exactly that. If you’re ready to equip yourself or your management team with the mindsets and skills needed to thrive in today’s complex workplace, we’re here to help.

Let’s build leadership that lifts teams, even when things go wrong.

Reach out today to start the conversation.