“Sorry…” The five letter word that many of us find ourselves either saying them easily or it can be a difficult thing to say. For leaders it is even more important to know when to say and when not to say the words.
As a Leader, you are not only responsible for yourself but for other people as well. If you are a father for example, you are not only responsible for your own behavior, but that of your family as well. It may be a four or five people, or you may be leading a group of hundreds or thousands. The principles are simply standard.
An apology therefore means a lot because it is an expression of public status and every one looks at it from your respective status and the team you lead. The more you apologize too frequently also dents your image and loss of credibility is imminent. Apologizing so late after an event can also be taken to mean insincerity.
You need to ask yourself four questions when deciding on whether or not to apologize.
What will the apology serve? This question looks at the motive of apologizing. It could be that an apology is the best way out of a tough situation or the best interests of your followers. Sometimes, just apologizing may not serve any purpose at all but arouse negative energies. Know the true purpose for apologizing.
Who will the apology benefit? This reflection moment will help you see the beneficiary of your apology. The more the people who will benefit, the better to apologize. Self-benefiting apologies tend to fall flat on the face
Why would an apology matter? Is it for just moral reasons or strategic ones?
What will happen if you don’t apologize? Look at timing and the danger of worsening the situation if you apologize.
So, before you say “I am sorry, think through the list above. Apologies are always good but sometimes it is Ok just to void apologizing. Arrogance and overconfidence are signs that one is so far from being a leader. True leaders are humble and have high levels of emotional intelligence. By the way, women have higher emotional intelligence than men. Women are good listeners and caring than men.
All these are the skills we teach at Leadcast as the ingredients for leadership.
Men therefore tend to be promoted to leadership positions based on the misplaced believe of confidence and aggressiveness. These are the same skills that cause their downfall. The skills needed to perform leadership jobs well include those ones associated with women.
Therefore until we change our mindsets about women and their ability to lead, we will be always crying about incompetent men in leadership and wonder why we do not have great leadership in our society. To