How to Handle Mistakes to Maintain Team Trust

Last week, my Gen Z staff texted me at 10:47pm. "I need to talk to you about something." My heart sank. In my experience, late-night conversations that start like this end with resignations. "I've been here 1 year," he said. "And I've noticed something about you." Here it comes, I thought. The criticism. The resignation. The— "You're the only boss I've had who admits when you're wrong." Wait, what? He continued: "Remember when you insisted on that new intake system? It failed spectacularly. But instead of blaming us, you called a meeting and said 'I messed up. Let's fix this together.'" That conversation changed how I think about leadership. Here's what I've learned running a 7-figure law firm with 15+ team members: → Vulnerability creates loyalty → Admitting mistakes builds trust → "I don't know" is a complete sentence → Your team already knows you're not perfect The old Jimmy would've pretended to have all the answers. Failed the bar 3 times? Hide it. B- grades? Never mention them. Spending $five figures/month on ads that aren't working? Keep quiet. But here's the thing: My team doesn't follow me because I'm perfect. They follow me because I'm real. Last month, I made a $20K mistake. Old me would've buried it. Instead, I called an all-hands meeting: "I screwed up. Here's what happened. Here's what we're doing to fix it. Here's how we'll prevent it next time." You know what happened? Three attorneys shared their own recent mistakes. We created a new review system together. Team morale went UP, not down. The most dangerous leaders are the ones who can't say these five words: "I don't know. Help me." Your team isn't looking for perfection. They're looking for humanity. P.S. That Gen Z staff who texted me late at night? He asked for more responsibility, not to quit. He's now our intake manager. P.P.S. To every leader pretending to have it all figured out: Your team knows. They're just waiting for you to admit it.

As leaders, when you make a mistake, is it better to admit you are at fault or prioritize your reputation? The answer is actually both. By admitting fault, you build stronger trust and respect. A few years back, I was coaching a sales team through what I thought was a rock-solid strategy. But as the quarter unfolded, the results just weren’t there. The team put in the effort, but my approach didn’t hit the mark. I could feel my ego creeping in—should I double down and push harder, or admit that my plan wasn’t working? I chose the latter. I called a meeting and simply said, “I was wrong.” That moment changed everything. By admitting my mistake: 1. The team rallied because it showed them that leadership is about owning missteps and being flexible. 2. It strengthened trust because my example of open communication built a culture of honesty. 3. We found a better solution by gathering everyone’s input. We ended up pivoting and turning the quarter around. As leaders, the need to be “right” can be overwhelming. But the true value lies in acknowledging when you’re not. It sets an example, encourages growth, and builds a foundation of trust that can push your team to new heights. 💡 Takeaways: • Admitting mistakes isn’t weakness, it’s leadership. • Ego limits growth. Openness fuels it. • Teams thrive in cultures of trust. And that starts with YOU. Have you ever had a moment where admitting a mistake led to a stronger outcome? Share your story below.. Hit the 🔔—> @Alex Wisch for more insight on #leadership, #Teamwork, and #mindset.

It was 10:47 PM when a manager’s phone buzzed. It was a message from one of the engineers: > “Hey, something’s broken in production. Can you jump on, please, and help me figure this out?” The manager had seen this play out before: late-night deployments, rushed merges, things slipping through. He could’ve responded with a lesson. > “Why so late?” > “Was this tested?” > “Did you follow the checklist?” But he didn’t. He joined the call. The engineer was already anxious. Logs open. Voice a little shaky. He needed support and to feel safe in those moments. So they fixed the issue. Rolled things back. Got production stable. It took 20 minutes. Before hanging up, the engineer said: > “Thanks for not being upset.” The manager didn’t say much. He just nodded. But in his mind, he knew this: The moment you make someone feel safe during failure, That’s the moment they start trusting you. The next day, the manager and the engineer had a long conversation… You know why the manager didn’t blow up at that moment because he had seen it over the years. Good engineers don’t just stay because of perks. They stay where they feel protected. Where mistakes aren’t punished before they’re solved. Where the leader shows up when it’s hard, not just when it’s convenient. That’s what builds trust. It’s vital that your team feels safe.

The most important lesson I’ve learned as a Marine Officer: Your people will fail. You’ll fail too. It’s inescapable. When failure strikes, it’s EASY to blow a fuse. But here’s the hard truth… Staying calm and level-headed will (almost) always serve you—and your team—better. 1️⃣ Leadership is tested in moments of failure. It’s easy to react emotionally when the stakes are high. But the greatest leaders show restraint. They stay calm, predictable, and steady—even when everything feels like it’s falling apart. 2️⃣ That doesn’t mean intensity has no place. Sometimes, a sharp, deliberate reaction can emphasize urgency or drive home a critical point. But if intensity becomes your default response? You risk breaking trust and damaging morale. 3️⃣ Here’s why calmness matters most: If you’ve built your team effectively, they already know they’ve failed Trust me—they’ll be just as disappointed in themselves (if not more) than you are. They don’t need more pressure. They need your guidance. 4️⃣ In tough moments, your team looks to you for stability. When things go sideways, your response sets the tone. Will you stay composed and focus on solutions? Or will you let emotions take over and fuel the chaos? The choice you make defines your leadership. 5️⃣ Emotional intelligence separates good leaders from great ones. Handling failure with grace and composure builds trust. It shows your team they can count on you—not just when things go right, but when everything’s going wrong. 6️⃣ Questions to ask yourself when failure hits: - Does my team need intensity, or do they need clarity? - Am I reacting emotionally, or leading intentionally? - What example am I setting for my people in this moment? Staying calm under pressure is hard, but it’s what great leaders must do. 7️⃣ Anyone can lose their temper when things fall apart. Few can stay composed and lead through the storm. Be the leader your team looks to for calm and clarity when failure strikes. That’s how trust is built.