Chapter News

I once opened a talk with a simple line: “My bad.” Not because it was cute or casual but because those two words capture a leadership skill many of us say we value and still struggle to practice consistently: accountability.

Accountability is “an obligation or willingness to accept responsibility or to account for one’s actions.” In other words, it often sounds literally like: my bad.

Why “My Bad” is Harder Than It Should Be

In most workplaces, accountability has a branding problem. Many people associate it with punishment, embarrassment, or “getting in trouble.” In fact, 80% of people see accountability as punishing, and 84% of the workforce describes itself as trying but failing or avoiding accountability, even when they know what to fix. 

So we protect ourselves: we soften language, redirect blame, or explain away mistakes. And while that might feel safer in the moment, it often creates something worse long-term: friction, mistrust, and teams that play defense instead of innovating.

What Accountability Actually Delivers Beyond Being “The Right Thing”

A well-timed, sincere “my bad” isn't a weakness rather it’s a shortcut to progress. Here’s what it unlocks:

• Speed: A quick acknowledgement prevents the team from wasting energy on blame and lets everyone move forward. 
• Tension relief: In high-pressure situations, ownership can de-escalate emotions and preserve working relationships. 
• Humility: Admitting an error shows confidence and maturity as opposed to incompetence. 
• Trust + transparency: Accountability signals, You’re safe with me. I won’t hide. I won’t spin. That kind of vulnerability is often the foundation for stronger partnerships and better outcomes. 
• Engagement + empowerment: When leaders normalize ownership and learning, people participate more. (And given that only 13% of employees are engaged at work, we can’t afford cultures that discourage honesty.) 

Or as indicated on a Brene Brown podcast: “Exhibiting accountability over time is a gateway to trust.” 

The Workplace Impact: Accountability is a Culture Multiplier

As program managers, we live at the intersection of timelines, tradeoffs, and human dynamics. The need for accountability shows up in several real scenarios including the following: 

• A missed deadline
• Scope creep that wasn’t surfaced early
• A stakeholder who felt dismissed
• A key message that never made it to the right audience

Picture this scenario: two program managers miss a deadline for a key milestone. And when something goes wrong, we typically get a choice between two responses:

Response A: “No big deal. The team didn’t get around to it in time.”

Response B: “My bad. I should have built in contingencies to protect the deadline. Here’s what I’m changing so it doesn’t happen again.” 

A signals: This happened to me because of my team’s mistake(s).

B signals: I’m accountable for outcomes, not only intentions.

People don’t trust perfection but instead patterns: one where ownership builds credibility far faster than of defensiveness.

Relationship Impact: “My Bad” Repairs More Than Mistakes

Accountability doesn’t just fix projects. It aids in addressing problems before they become permanent.

When someone hurts you and refuses to own it, the relationship changes. Even if you keep working together, the psychological contract takes a hit.

But when someone says:

• “I made a mistake here, let me fix it.”
• “That was an oversight on my part. Here’s how I’ll avoid it next time.”
• “I take responsibility. What can I do to resolve it?” 

…it does something powerful: it restores dignity on both sides. You’re not forced to fight for acknowledgement. They’re not forced to pretend they’re flawless. The relationship gets to move forward without carrying the residue.

“My Bad” Isn’t Magic; Use It Well

A quick apology without change isn’t accountability; it’s customer service. So a few things to keep in mind:

• Don’t overuse it. If everything is “my bad,” it can sound flippant or insincere. 
• Don’t downplay real impact. Ownership should match the weight of the moment. 
• Don’t skip the learning. A fast apology shouldn’t replace understanding the root cause and preventing recurrence. 
• Leaders: be intentional. Overdoing “my bad” without demonstrating competence can undermine authority. Balance humility with action. 

How to Say “My Bad” Effectively

If you want a simple formula you can use in a chat message, meeting, or follow-up note, try this:

1. Own it (clearly): That was on me. 
2. Acknowledge impact: I know it created confusion / extra work / delay.
3. Fix it: Here’s what I’m doing now. 
4. Prevent it: Here’s what I’m changing so it doesn’t happen again. 
5. That’s it. Four moves. No drama. No defensiveness. Just leadership.

Closing: Saying “My Bad” is a Strength You Can Practice

Accountability isn’t about being at fault for everything. It’s about being responsible for your part and choosing repair over ego.

In project work, relationships, and innovation, the teams that win aren’t the ones that never make mistakes. They’re the ones that can look at a mistake, name it, learn from it, and move forward together. Sometimes, the most professional thing you can say is still the simplest:

My bad…I’ll make sure it won’t happen again!

Sources

1. https://www.merriam-webster.com/dictionary/accountability
2. Perfect Sportsmanship
3. Scott Waddle- The Power of Integrity
4. https://youtu.be/VoiBpXVG9D4
5. https://www.anneloehr.com/2017/06/08/accountability-a-must-for-teamwork/
6. https://brenebrown.com/art/a-good-word-mike-erwin-and-willys-devoll-on-accountability-and-trust/
7. https://youtu.be/eS7BlSTegfQ
8. Steve Young - Accountability