When a team member oversteps and makes an error, I handle it like this: 1) Address it calmly by discussing the issue constructively. 2) Clarify roles to ensure everyone understands their responsibilities. 3) Provide support through additional resources or training. This helps maintain accountability while encouraging growth.

Encouraging accountability while supporting team development requires balanced leadership... Address issues directly, calmly, and constructively, focusing on behavior and impact... Reinforce roles, clarify decision-making processes, and provide training to prevent future overreach... Foster open communication, active listening, and empathy to promote self-awareness and growth... Recognize and reward accountability, ownership, and learning from mistakes... Empower team members to take calculated risks and innovate... ultimately, effective leadership cultivates a culture of accountability, trust, and growth... #AccountabilityInLeadership #TeamDevelopment #ConstructiveFeedback #LeadershipMentorship #GrowthMindset #leadership #CdrWhiteKnight

First things first . Tackle the error and put seasoned person on it . That is important for business and recovery for customer success and delight . Now on the the overstepping part . Was the decision based on the risk taken under ambiguity, is the person a critical asset . Understand the whole 9 yards . The next steps of removing him or her from the project or role or continuity will depend on that and the scale of the issue . As a leader don’t scratch the surface when an error occurs , deep dive to the root.

Your actions need to stay rooted in the solution, not blaming or dwelling. Then have a post-op meeting with the team member and make sure that accountability is there and the path forward seems mutually clear.

We are all human, and making mistakes is a part of that. When a team member makes a mistake, the first thing I do is have a conversation to acknowledge it together. You can’t fix what you don’t admit exists. It’s crucial that this doesn’t turn into a blame game. As leaders, it’s our responsibility to create an environment where the team feels safe to be authentic and vulnerable. I believe that once we acknowledge an issue, conversations become easier, and we can build a healthy partnership with the individual to address it. Let’s reaffirm our end goals and collaborate on how to achieve them.