When the team does not achieve what was agreed upon, disappointment often turns into a search for a person to blame. Thus, we can fail to understand how the task, deadline and responsibilities were set.
A leader should separate facts from assumptions and allow people to explain their part of the job. If someone has made a mistake, the conversation must be precise enough to know what needs to be fixed. Humiliation does not provide such clarity.
Support and accountability can co-exist. After the analysis, a new agreement, a realistic deadline and a method of verification are needed. The team then gets the opportunity to rebuild confidence through work, instead of being trapped in one bad result.
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