Mistakes aren’t the problem.
Hiding them is.
In multifamily leadership, you set the tone.
Your team watches how you handle pressure, failure, and the unexpected.
When you say, “I made a mistake,” you earn trust.
Admitting fault signals confidence.
It tells your team that accountability is standard.
And when leaders own their missteps, it gives everyone permission to do the same.
That’s how you create a culture of continuous improvement rather than fear and blame.
Residents feel it, too.
They can tell when a company dodges responsibility.
A quick, honest admission and a solution build trust faster than any polished excuse.
Transparency is profitable.
What about the leaders who refuse to admit fault?
Their teams walk on eggshells.
Inefficiency creeps in because people spend more time covering mistakes than fixing them.
Growth stagnates because no one feels psychologically safe.
A simple phrase—“I made a mistake”—can differentiate between a culture of trust and one of avoidance.
Know this; your team will follow your lead.
They watch what you do before they listen to what you say.
Will they learn to own mistakes and get better?
Or will they learn to hide problems until it’s too late?
“A leader’s strength isn’t in being perfect, but in proving mistakes aren’t the end of the world.” — Mike Brewer