Mistakes happen—often. As leaders, how we respond to them can either strengthen our teams or create unnecessary tension. A key principle I’ve learned from a leader in Grandview, Texas, is this: When a mistake occurs, first determine whether it was made out of ignorance or insubordination—and always assume ignorance first.
Too often, leaders jump to the conclusion that an error was intentional, leading to unnecessary frustration and conflict. But the reality is, most people don’t deliberately break rules, sabotage projects, or make careless mistakes just to make life difficult. Instead, they often lack information, training, or clarity. By assuming ignorance first, we create space for learning, improvement, and a stronger team culture.
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The Cost of Assuming Insubordination
When leaders immediately assume that a mistake is due to defiance or carelessness, they risk damaging relationships and creating a culture of fear. Employees who feel unfairly accused may become disengaged, defensive, or even leave the organization.
Consider a sales manager who submits a proposal, only to have it rejected by an underwriter. The knee-jerk reaction might be frustration—assuming the underwriter is being difficult or doesn’t support their efforts. But what if the proposal was simply missing key information? Instead of assuming resistance, a leader who seeks to understand the mistake can turn it into a learning opportunity, improving future submissions and fostering collaboration.
Real-World Examples of Leadership Mindset Shifts
Manufacturing and Production:
A company’s production team delays a shipment, leading to an upset sales department. It’s easy to assume that the production team is uncooperative. However, a closer look reveals that the shipping date was set without first confirming capacity. The real issue isn’t defiance—it’s misalignment in communication.
Corporate Leadership:
A senior leader rolls out a new initiative, but employees resist implementation. At first glance, it might seem like defiance, but in reality, the team may not understand the “why” behind the change. By clarifying the purpose and providing better guidance, the leader can gain buy-in instead of facing pushback.
Athletics and Coaching:
A coach notices a player repeatedly missing key plays. Instead of assuming laziness or lack of discipline, the coach investigates and discovers that the athlete simply doesn’t understand the playbook as well as their teammates. With additional coaching, the player improves, and the team becomes stronger.
The Power of Assuming Ignorance First
Mistakes are guaranteed in any organization. If we default to assuming insubordination, we set ourselves up for conflict and stress. But by assuming ignorance first, we approach situations with curiosity, provide solutions, and foster a positive team culture. This mindset shift leads to better problem-solving, improved communication, and stronger leadership.
The choice is yours: react with frustration, or lead with understanding.
Key Takeaways for Leaders:
- Before reacting, ask yourself: Was this mistake due to lack of knowledge or intentional defiance?
- Seek clarification before assigning blame.
- Use mistakes as learning opportunities to improve systems and communication.
- Foster a culture of trust by giving others the benefit of the doubt.
By embracing this approach, leaders can create stronger teams, reduce stress, and build a culture of continuous improvement.
What’s one situation where you can assume ignorance first instead of insubordination?