How to Address Mistakes in Professional Communication

One of my students almost sabotaged her entire career with one simple misunderstanding… I got her permission to share so you don’t make the same mistake she did. As the founder of Elevation Chief of Staff Training, I’ve supported a lot of students through challenges in the profession. One student recently learned a tough lesson about addressing concerns with her boss. She understood that her role as a Chief of Staff was to be a “truth teller” and not a “yes man,” this is accurate and important. But she misinterpreted how that aspect of the role should come into play. She thought it was a good idea to challenge her boss… about a critical issue… during a large team meeting… in front of some important stakeholders. 😬 Big mistake… Huge. 😣 The result was disastrous, creating tension and mistrust between my student and her boss. Feeling upset and worried about her job, she came to me for advice on how to rebuild her professional relationship and what to do in the future. Here’s the advice I gave her to turn things around: 1.🗓️ Pick the Right Moment: I advised her to acknowledge and apologize for the incident then to schedule a one-on-one meeting. That shows respect and gives both parties time to prepare. 2.🔬Stay Focused on the Issue: I told her to keep emotions in check and concentrate on the topic at hand. What happened, happened. You’ve apologized, so show that you’re a professional and move on to the actual issue that you two disagree on. 3.📊 Lead with Evidence: Bringing relevant data to support her points would make her argument more compelling. 4.🛑 Anticipate Objections: We discussed potential counterarguments and prepared her responses. 5.🧩 Offer Solutions: Highlighting problems is one thing, but proposing actionable solutions shows investment in positive outcomes. 6.❓Ask Insightful Questions: Instead of direct contradictions, I suggested she ask questions that help explore the issue deeper. 7.🖼️ Highlight the Bigger Picture: Framing her concerns to emphasize the benefits to the organization or team was key. 8.⚔️ Choose Your Battles Wisely: We also talked about prioritizing what truly matters and not escalating every issue. This advice proved effective in helping her rebuild trust and improve her professional relationship with her boss. 🙏🏾 Have you ever faced a similar challenge? I’d love to hear your stories and how you handled them in the comments! #Leadership #ChiefOfStaff #ProfessionalDevelopment #EffectiveCommunication #LeadershipTips

Dear son, Remember when you texted me after your big product pitch? "Mom, I nailed that presentation but no one said ANYTHING afterward. The VP just thanked me and moved on to the next agenda item. What did I do wrong?" First, take a deep breath. This happens to everyone—even seasoned executives with decades of experience. But I need to be brutally honest with you: silence isn't respect or agreement. It's resistance, fear, apathy or confusion. Why They're Really Silent🤫 1️⃣They completely disagree but don't want to embarrass you (or themselves) with a public confrontation 2️⃣They don't understand what you're asking them to do or approve 3️⃣They don't care enough about your proposal to engage with it The mistake most professionals make is interpreting silence as contemplation or agreement. They walk away thinking, "Well, no objections!" only to discover weeks later their proposal died a quiet death. The 3-Step Recovery Plan💪 1️⃣Break the Silence Yourself Don't just stand there awkwardly or retreat to your seat. Instead, say: "I notice we're a bit quiet. I'd value some initial reactions to help me understand if I'm addressing our most pressing priorities." This gives them permission to speak honestly without forcing confrontation. 2️⃣Ask a Specific Question Don't ask, "Any questions?" that's easy to decline. Instead, ask a question that reveals concerns while giving you control: "Which part of this proposal do you feel needs the most refinement before moving forward?" This question assumes they're on board with the general direction (even if they're not) but gives them an opening to voice concerns constructively. 3️⃣Schedule Individual Follow-ups Say: "I know everyone needs time to process. I'd like to schedule 15 minutes with each of you over the next few days to gather your thoughts once you've had time to consider this approach." Then—this is crucial—immediately send those calendar invites. Most objections surface in these one-on-ones that would never come up in the group setting. This is where you'll discover the real roadblocks. What I've Learned the Hard Way✨ The worst thing you can do after silence is nothing. The second worst is sending a cheerful follow-up email saying, "As discussed in the meeting, we'll proceed with..." Nothing was "discussed." That's the problem. When I was younger, I once gave what I thought was a brilliant presentation about a new training program. The room was silent afterward. I took it as approval and spent three months developing materials before discovering the executive team never intended to fund it. They just didn't want to crush my enthusiasm at that moment. That taught me that silence is not golden—it's a warning. Remember This Always👈 Your presentation isn't over when the last slide appears. The most successful leaders understand that this is where decisions actually get made. I'm so proud of how you're navigating these complex workplace dynamics.    Love you always, Mom

The secret to better hiring and selling? Embracing our blunders. I recently screwed up. You know that pit in your stomach when you realize you made a mistake. That was me 🙋🏻♀️ While my intentions were good, I moved too quickly, took action, and immediately knew something was "off." So what did I do? ... I asked myself why it happened ... I wrote down 2 things I'd do differently next time to avoid the same mistake ... I didn't wait to get busted ... I ate a big 'ol piece of humble 🥧 and proactively owned it ... I reached out (with sweaty palms and a nervous stomach) ... I didn't make excuses and apologized for what I did ... I asked for a conversation ... I thought of solutions to come to the conversation with ... I checked my ego ... I didn't get defensive And... We moved on better for it with a solution that works for both of us. Sure, it would've been easier to ignore it, hoping it wouldn't be a big deal. However, this would have caused a crack in our foundation over time. It wasn't worth it to ignore. But most importantly, it wasn't the right thing to do. Accountability + Real conversation + Giving each other the benefit of the doubt ____________________________________ Progress If we want our teams to be accountable, we must show them how. But why are we so afraid of mistakes? 1. We fear negative consequences like losing face, damaging relationships, or facing disciplinary action. 2. We don't feel accountable. 3. We believe that admitting a mistake will not lead to a solution. Thinking, "What's the point anyway?" The next time you or someone else makes a mistake: ditch the ego, assumptions, blame, and shame. As leaders or aspiring leaders, we set the stage. Every action, decision, and word spoken encourages or discourages those around us. Encourage a culture where admitting mistakes is seen as a step toward improvement, not punishment. Workshop the lessons learned, why they happened, and the measures to avoid repeating them. Your world will be better off for it. We all make mistakes. It's what we do in those moments that shapes what happens next. Accountability isn’t about blame—it's about better outcomes. Avenue Talent Partners | High-precision executive search for startups #startups #leadership #BuildWithATP