How to Create a Safe Space for Mistakes (Without Losing Accountability)
Mistakes are inevitable. What separates high-performing organizations from struggling ones isn’t whether mistakes happen - it’s how leaders respond when they do. Do they default to blame, or do they turn missteps into learning moments?
In our webinar on building a culture of accountability, the panel tackle this question head-on. The message is clear: if you want people to take ownership, they must feel safe admitting when something goes wrong.
The Problem With Perfection
In many workplaces, saying “I made a mistake” feels like career suicide. That fear creates silence. And silence is dangerous - because problems get hidden instead of fixed.
As Judy Wilks put it, “If you come across like a battle axe, everyone’s going to shut down faster than a trap door.”
Leadership tone matters. It determines whether people speak up - or cover up.
Lead by Admitting Your Own Mistakes
Accountability starts at the top. Jackie Gernaey emphasizes that vulnerability is a leadership strength, not a weakness. When leaders acknowledge their own missteps, they create space for honesty and shared responsibility.
One of Jackie’s favorite interview questions is, “What’s one process or rule you have for managing your boss?”
If the answer is “the boss is always right,” that’s a red flag. No one - especially leaders - gets it right every time.
Make “Lessons Learned” a Habit
Judy suggests borrowing a best practice from project management: intentionally build in “lessons learned” reviews after major initiatives. This simple step turns a single mistake into long-term improvement.
Don’t wait for issues to pile up. Reflect after both wins and setbacks. As Jackie says, focus on what didn’t work, what was learned, and what will change next time - without lingering on blame.
Coach in Private, Don’t Humiliate in Public
How leaders respond in the moment matters. Judy makes this clear: publicly embarrassing someone while only offering praise in private destroys trust.
Accountability grows when people feel respected. Address mistakes one-on-one, center the conversation on learning, and balance corrective feedback with recognition for what went well.
Trust Is What Makes Accountability Possible
Panelist Martha Gordash adds an important insight: when leaders never admit mistakes, employees won’t either. It sends a message that perfection is the expectation - and failure isn’t survivable.
That’s a culture where accountability can’t thrive. Trust must be modeled, reinforced, and protected. When people feel safe, they take ownership. When they don’t, they disengage - or leave.
Mistakes will happen. What defines your culture is how you respond to them. Teams that grow stronger over time are led by people who replace fear with trust, blame with coaching, and silence with learning.
As Jackie says, “Blame is history. Nobody can fix the past. So let’s focus on the future.”
👉 Want more real-world insights and practical examples from HR and leadership experts?
Watch the full Creating a Culture of Accountability webinar, available now.