Great Leaders Take the Hits

Leadership isn’t about self-preservation—it’s about protection, ownership, and shared strength. One of the greatest marks of a healthy leader is their willingness to take the hits for their team.

I’ve seen it far too often: an employee makes a mistake—maybe even a public one—and leadership, feeling embarrassed or threatened, distances themselves. They may throw the employee under the bus, or make them an example in front of others. I understand the instinct. Especially in small organizations or entrepreneurial ventures, there’s a temptation to prove to others that “this wasn’t me.” But that’s not leadership. That’s fear disguised as strength.

A strong leader doesn’t shame in public. They praise in public and coach in private. They know when a mistake happens, it’s not a “you” problem—it’s a we opportunity.

Over the years, I’ve had the privilege of leading multiple staff teams. And let’s be honest—mistakes happen. Sometimes big ones. But every time a team member messed up, my goal was simple: let them know, “It’s going to be okay.” Even if it was challenging. Even if there were consequences. The most important thing they needed to know was this: You’re not alone. We’re in this together.

That’s how trust is built. That’s how people grow. That’s how culture is formed.

When leaders operate from fear, they diminish the people under them. But when leaders lead from courage and humility, they empower their people to learn, grow, and thrive.

3 Ways to Lead with a “Take the Hit” Posture

1. Own It Publicly, Deal With It Privately
If something goes wrong, don’t rush to explain who dropped the ball. Step up and take ownership. Say “we’re working on it,” not “they messed up.” You can always process and problem-solve privately, but in the public eye, protect your team. That kind of loyalty creates safety, and safety produces better work.

2. Normalize Mistakes Without Excusing Them
Mistakes are going to happen. Period. But they don’t have to define your team—they can develop it. Approach errors as opportunities for learning. Say things like, “What can we learn from this?” and “What do we want to do differently next time?” instead of “How did you let this happen?”

3. Lead With “We,” Not “You”
When your language shifts from “you need to fix this” to “we’re going to figure this out,” it changes everything. It communicates solidarity, not shame. It reminds your team that they’re not alone, and that their leader isn’t above the problem—they’re in it with them.

The best leaders I’ve ever seen are strong enough to absorb the blow when needed—and humble enough to grow through it with their people. That’s the kind of leader I want to be. And I believe that’s the kind of leader our teams—and our world—desperately need.