Why owning decisions strengthens credibility

A new CEO presented his turnaround proposal. Then the chairman asked: "If it were your own money, would you invest?" He froze. Three minutes of dead silence... Finally, almost desperately, he asked: “Can you tell me what to do?” The chairman shot back: "You are the CEO, don't ask me!" Needless to say, no one was pleased in that board meeting. I was later asked to coach this CEO. He came from a culture where promotion usually meant seniority. And where consensus and familiarity were rewarded. So when challenged, he was unprepared. The board was not being nasty. They were testing whether he truly believed in his own proposal. I know this because I have been in that exact position. When I was tasked with turning around a struggling division, the board asked me the same question. My answer?  "Absolutely. I would. In fact, I asked the board to let me take a third of my salary in stock, tied to the share price.” I wanted them to see it was more than a proposal. I was betting on it with my own money. That mindset helped us recover hundreds of millions and rebuild trust with the same board. 💡 In high-stakes situations, leaders at every level face this same test. A new manager is not just following the playbook. A director is not just executing someone else's strategy. Any leader owns the outcome—good or bad. 💎 Teams don't need guarantees or vision statements from you. They need leaders who own the decision. Here's what happened after our 100-day plan: He did not quit. He scaled down his proposal, stabilized the losses, and turned a small profit. Proof that conviction with discipline can turn doubt into trust. Your first 100 days will define whether you earn that trust—or spend years trying to rebuild it. 🏆 I am curious: Would you invest your own money? #Leadership #CEO #100DayPlan #DontQuit

Everyone says they want ownership… Until it’s time to own a mistake. Owning your wins is easy. The big ideas. The smart decisions. The results that make you look like the hero. But ownership isn’t just about the moments you’re proud of. It’s also about the calls you wish you could take back. Early in my career, I wasn’t great at this. I wanted to be perfect. So when I messed up, I’d explain. Defend. Provide “context.” And I probably annoyed more than a few leaders in the process. Here’s what I’ve learned since: When you make a mistake, sometimes the most powerful thing you can do is: ✅ Admit it. ✅ Apologize (if needed). ✅ Share the learning. ✅ Move on. No finger pointing. No 10-minute monologue about why you thought it was the right move. Context is valuable if it helps the team move forward. But sometimes… the room doesn’t need context. They need you to own it, fix it, and keep going. The funny thing? Once I got better at this, my leaders trusted me more, not less. Because owning your mistakes is a sign of maturity, not weakness. If you want the spotlight for your wins, be ready to stand in it for your losses.

Mistakes are universal. Ownership is rare. Fact is, you won’t grow until you’re willing to be wrong. In my recent poll, 50% of professionals said the fear of making the wrong call is the #1 thing holding them back from becoming confident leaders. I get it. Nobody wants to: ❌ Look incompetent ❌ Lose credibility ❌ Make a mess their team has to clean up Let’s break that fear down. Because it’s not really about being “wrong.” It’s about what being wrong represents: 👎 “If I make a bad call, I’ll lose trust.” 👎 “What if I fail in front of everyone?” 👎 “I’ll look like I don’t belong here.” This is imposter syndrome in disguise. You will make the wrong call at some point. Confidence isn’t the absence of mistakes; it’s the ability to recover from them. Here’s the truth: ✅ Confident leaders don’t fear wrong decisions; they fear indecision. ✅ Confident leaders don’t pretend to know everything; they stay open, learn fast, and pivot with clarity. ✅ Confident leaders don’t lose trust when they mess up; they gain it by owning the outcome and leading through it. 3 mindset shifts that helped me lead through uncertainty: 1️⃣ Decide to decide. ↳ Indecision is more dangerous than a wrong call. ↳ You will never have 100% clarity. ↳ Make the best call you can and build systems to monitor and adjust. ↳ You can’t steer a parked car. 2️⃣ Own it out loud. ↳ When you miss, say it. ↳ Model it. ↳ Move on. ↳ People trust realness over perfection. ↳ The most powerful thing a leader can say is: we got that wrong. here’s what we’re doing next. 3️⃣ Build a bounce-back plan. ↳ Confidence comes from knowing that even if you fall, you won’t stay down. ↳ If your self-worth is tied to outcomes, you’ll crumble under pressure. ↳ Anchor it to growth, not ego. 🧠 Harvard research shows decisive leaders are seen as more competent, even when they’re wrong......as long as they course correct quickly. That’s the key. Not perfection. Agility. So if you’re stuck trying to avoid mistakes… You’re already making one. Mistakes don’t define leaders. What they do next does. Comment Below: if you’ve ever learned more from a mistake than from a win. (Spoiler: we all have.) ♻️ Repost if you’re building your leadership through every lesson. 📱 Book a discovery call to start leading with confidence: let’s make it happen! 📩 Subscribe to my leadership newsletter, Beyond the Title, for more insights that elevate your game.

After years of working closely with executives, founders, and leadership teams, I’ve come to believe this deeply: the most valuable asset any Executive Assistant can bring isn’t technical skill, years of experience, or even speed. It’s ownership—pure, consistent, and unapologetic. As EAs, we often talk about being proactive, organized, or acting as a gatekeeper. But what truly sets exceptional EAs apart in my eyes is their ability to take full accountability—for every task, every project, every outcome, and yes, dare I even say, every mistake. When something goes wrong, it’s easy to blame miscommunication, someone else’s oversight, or a lack of clarity. But the moment an EA starts pointing fingers, they lose credibility. Trust fades. Progress stalls. The best EAs I’ve worked with adopt a mindset of extreme ownership. If a meeting goes sideways, they ask, “What could I have done differently to prepare?” If a deadline slips, “How could I have followed up more effectively?” This isn’t about being overly critical—it’s about being empowered. There is always something within your control to improve. Ask any EA I've worked with or executive I've supported through my career....I'm the first person to tell you when I have made a mistake. Accountability matters. Ownership builds trust. It signals to your executive that you’re not just there to support—you’re there to lead alongside. You see the bigger picture. You take initiative. You don’t shy away from responsibility; you run toward it. That mindset is rare. And that’s exactly why it’s so valuable....and yet another reason why AI will never take over the EA role. So to every EA out there: hone your skills, organize your calendar, build your systems—but above all else, own your role. Don’t wait for permission. Don’t look for someone else to blame. Take full accountability—because that’s what makes you truly indispensable. PS—This mindset doesn’t just apply at work. It’s the foundation of strong relationships in every aspect of your life. #executiveassistant #EAlife #motivation #accountability #ownership #administrativeprofessional #leadershipmindset #ownit

Good decisions compound into credibility. Poor ones compound into doubt. Last week, I wrote about trust built through interpersonal relationships. But that is only one side of the coin. Trust is first anchored in competence. It is impossible to build trust in interpersonal relationships; if your competence isn’t respected. And nowhere does that show up more clearly than in decision-making. Decision-making is never an isolated act. From a leadership perspective, it is a pattern — a sequence of choices that, over time, reveals capability. When poor decisions recur, they erode trust not just in outcomes, but in a leader’s functional capability — their grasp of context, past experience, judgment, preparedness, and ultimately, their leadership itself. I have experienced this first-hand. When I observed a leader’s calls consistently fall short of expectations, I began probing decisions more deeply. Not out of resistance, but because I wanted to be more sure of their thought process. Subconsciously, I was reconfirming their functional assessment — and therefore their judgment. Over time, it changed the way I engaged. Of course, no leader can make 100% perfect decisions. It’s not even the ask. But it is possible — and essential — to approach decisions with discipline: 1. Can you balance short-term trade-offs with long-term implications? 2. Does your solution have the depth to meaningfully address atleast a part of the problem? 3. Have you integrated multiple perspectives (scenarios, stakeholders etc) before acting? Building this muscle is critical. The true measure of decision-making is not infallibility. It is the willingness to reflect, learn, and improve through feedback. I would thus treat every decision as a learning opportunity. I keep a count, do you?

Ever faced a tough decision that made you pause, sweat, and wonder if you're really cut out for this leadership role? I've been there. And let me tell you, it's not a cake walk at all. But here's the thing I've learned along the way: making tough decisions isn’t always about showing authority; but owning the outcomes, too. Based on my experience, leadership not only calls the shots; but also shoulders the responsibility, even when things go sideways. You have to be the anchor when the storm hits, guiding your team through challenges with grace and grit. What I've understood is that every tough decision we make is like a compass, pointing us towards the greater good of our organization. When we align our choices with our goals, values, and mission, even when the path ahead seems hazy…that’s what reflects our true mettle as a leader. I believe that leadership shines brightest when the results come, be it a celebratory dance or a stumble! Owning the outcome, celebrating the wins, and learning from the losses… that’s what matters. As they say…when the going gets tough, the tough get going. Making tough decisions and facing the ups and downs head-on, can help us come out even stronger, smarter, and swifter than before. Because that's what real leadership is all about, right? Taking responsibility, leading with heart, and motivating others to do the same. Do you agree that owning up to your decisions isn’t only a leadership virtue, it is a quality everyone must have? I would love to know what you think. #Decisionmaking #Leadershiplessons #Accountability

𝗙𝗲𝘄 𝘁𝗵𝗶𝗻𝗴𝘀 𝘂𝗻𝗱𝗲𝗿𝗺𝗶𝗻𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗳𝗮𝘀𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗯𝗮𝗰𝗸𝘁𝗿𝗮𝗰𝗸𝗶𝗻𝗴 𝗼𝗻 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝘀𝘁𝗶𝗰𝗸. 👇 One of the earliest lessons I learned in leadership: Backtracking on decisions and messaging undermines trust and credibility. 𝗪𝗵𝘆 𝗱𝗼𝗲𝘀 𝗶𝘁 𝗺𝗮𝘁𝘁𝗲𝗿? Because it erodes confidence — not only in the decision but in you as a leader. When leaders backtrack, teams begin to second-guess the leader’s judgment and stability. 𝗪𝗵𝗮𝘁 𝗰𝗮𝘂𝘀𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗶𝘀𝘀𝘁𝗲𝗽? 🔹 𝗥𝘂𝘀𝗵𝗲𝗱 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 without fully understanding the context or impact 🔹 𝗣𝗼𝗼𝗿 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 — missing key perspectives before moving forward 🔹 𝗨𝗻𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 that leaves room for misinterpretation 🔹 𝗥𝗲𝗮𝗰𝘁𝗶𝗻𝗴 𝘂𝗻𝗱𝗲𝗿 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲 without considering long-term consequences 𝗛𝗼𝘄 𝗰𝗮𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝘃𝗼𝗶𝗱 𝘄𝗮𝗹𝗸𝗶𝗻𝗴 𝗯𝗮𝗰𝗸 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀? ✅ 𝗣𝗮𝘂𝘀𝗲 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗱𝗲𝗰𝗶𝗱𝗲: Take the time needed for thoughtful, informed choices. ✅ 𝗚𝗮𝘁𝗵𝗲𝗿 𝗶𝗻𝗽𝘂𝘁 𝗳𝗿𝗼𝗺 𝗸𝗲𝘆 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀: Listen to diverse perspectives and potential concerns. ✅ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗮𝗻𝗱 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲: Be transparent about the “why” behind your decision. ✅ 𝗖𝗼𝗺𝗺𝗶𝘁, 𝗯𝘂𝘁 𝘀𝘁𝗮𝘆 𝗮𝗱𝗮𝗽𝘁𝗮𝗯𝗹𝗲: If a shift is necessary, position it as a refinement, not a reversal. 𝗕𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲: Thoughtful decisions, clear communication, and stakeholder alignment reduce the need for retractions and reinforce your credibility as a leader. Have you ever experienced a leader walk back a decision? How did it impact trust and morale? #leadership #decisionmaking #leadershipdevelopment #leadershipcoaching