Failing in Good Faith

Most leaders believe their people hesitate because they lack skill, initiative, or confidence.

They’re wrong.

When teams freeze under pressure, it’s almost always because of one thing:

They’re afraid that if they make the wrong decision, they’ll fail.

Not because they’re lazy. Not because they’re unmotivated. Not because they don’t care.

They’re afraid.

The Culture Problem Nobody Talks About

I’ve seen it in the government and business: everyone wants to walk into the leader’s office and drop the monkey on their back.

Because in too many organizations, making a decision is risky.

People have learned—sometimes harshly—that if they choose wrong, they get punished. Bad review. Chewed out. Career setback. Job on the line.

So they stall. They delay. They escalate decisions upward to someone who may not even have the right information.

And the organization suffers—not because people are incompetent, but because the culture is.

So I started teaching one principle everywhere I led:

This is the antidote.

This is how you transform a hesitant team into a confident one.

Here’s what it means:

1. Shared Intent

“We’re on the same team. We want the same outcome.”

People won’t act unless they understand and trust your intent.

2. Clear Left and Right Limits

As the leader, you give:

• the end state

• the purpose

• the boundaries

• maybe a budget threshold

• and any non-negotiables (legal, moral, ethical)

Clarity creates courage.

3. Push Decisions Down to the Person Closest to the Problem

The man or woman on the ground usually has the best information. Let them make the call.

When leaders hoard decisions, agility dies.

4. If It Goes Well—Publicly Praise Them

Reward decisiveness. Celebrate initiative. Show the entire team what “good” looks like.

5. If It Goes Wrong—You Own It

That’s the hard part.

If you want people to act with courage, you must shield them from the consequences when they acted in alignment with your guidance.

Coach them privately. Protect them publicly. That’s leadership.

What Happens When You Lead This Way

A few things start to shift—fast:

• People start making decisions instead of avoiding them.

• The best talent gravitates toward you (A-players hate micromanagement).

• The team becomes more agile, more confident, more effective.

• Problems get solved where they emerge, not three levels up the chain.

• Morale improves because trust improves.

Fear-based organizations move slow. Faith-based organizations—where leaders trust their people—move fast.

The Lesson

Your people don’t hesitate because they’re incapable. They hesitate because they don’t feel safe.

If you want a decisive team, give them decisional courage:

“Don’t be afraid to fail in good faith.”

Show them you mean it. Live it.

Don’t settle. Be relentless.

— Hunter