Excuses vs. Reasons

I’d like to share my thoughts about a common leadership function, discerning between excuses and reasons. Every so often we fail to meet a standard. When this happens we have the opportunity to evaluate why it happened. The same is true for our subordinates. If the failure is work related, we as the boss have to evaluate not only our failure but those of our team as well. Our response to our subordinates depends on the frequency, severity, and impact of their failure. For instance, if the employee, who normally arrives early to work everyday, arrives late, we will tend to ask if everything is okay and then go about our business. If it’s habitual but only by a few minutes, we determine if it’s causing an impact to the operations. If not, we counsel them on the need for punctuality and log it for performance review time and press ahead, business as usual (some people are just unable to make it on time). If their failure to arrive on time is by a significant amount of time and/or significantly impacts business (like good order and discipline), we have to take appropriate action.

Here is where we must differentiate between reasons and excuses. When a failure (however minor) is addressed to the individual, they have the opportunity to cite the reason (taking responsibility) or make up an excuse (passing the blame). It’s not always easy to determine the difference between the two and we want to avoid false accusations. We also have to concede that there are times when failure may not be their “fault.” Let’s continue with the example of late to work. Let’s say the alarm clock failed to ring and you overslept. Bosses hear it all the time (slight exaggeration, sorry) and it goes something like this, “My alarm clock didn’t go off.” That’s your "excuse" but the actual "reason" you’re late is because you overslept. I know it sounds petty but the example works. If I assume responsibility then I recognize I overslept or I could blame the alarm clock since I can’t hurt it’s feelings, right? The former accepts responsibility while the other passes the blame.

Speaking of alarms, I have these bells that start ringing in my head when I hear excuses. I’ve known people that, when called out about something, will hurl (throw, not puke) one excuse after another at me causing an outrageous din in my head. It drives me nuts. I am always amazed at people’s desire to avoid blame, even on things of little significance. The unfortunate fact is that many people don’t recognize the difference whether in themselves or others. As a leader it’s best to recognize the difference.

It may take a little bit of mental gymnastics at first but eventually it gets easier and easier to spot. Let’s dissect the alarm example above by working backward the two or three steps. You were late because you overslept. You overslept because the device you rely on to wake you didn’t wake you. Assuming you set the alarm clock the same way you always do but it failed, then you will be throwing that clock (or $600 cell phone) away before bedtime and using a replacement. So, if the alarm clock actually “failed” then I suppose you could deduce that the clock was indirectly responsible for your tardiness but that still shifts the blame rather than accepts it. Besides, in most cases, I would bet the farm that the alarm clock is functioning just fine and it’s failure is nothing more than operator error (provided it actually failed…).

I remember as a young airman waiting for my shift relief to arrive. If anyone was late, he would generally have an apology and usually a stated reason. None of them were worried about me because we were peers and usually didn’t “rat” on each other over such minor offenses. Many times they would come in early the next day to make up for it. I do remember one particular individual that was an exception. He would arrive from 30 minutes to two hours late and never pay you back. He also arrived with an excuse. His alarm clock hardly ever went off when it was suppose to, the car battery died (regularly) or one of his tires would go flat. It was always something and he was almost always late though it was never his fault. BTW, it was pre-cell phone days and he didn’t have a house phone… As an NCO he set a very bad example.

When I wrote the post Lead By Example Part IV, Responsibility, I was speaking more about being responsible but you also have to set the example of taking responsibility. Learning the difference between the reason for a failure and the excuse for it is important so that you can avoid using excuses. It sets a bad example. Self-examination before citing that handy excuse will help you see it in yourself and can help you avoid setting a bad example.

Usually, there is a bigger story behind a failure, even a minor infraction at times. As boss you’ll always want the full story but you want to start by hearing the reason not the excuse. You want to know your team takes responsibility and owns up to failure. Everyone can learn by mistakes only if they’re willing to recognize their part. Of course, I recognize there are environments that punish any and all who admit to error but someone needs to lead the way in rising above it.

Stop with all the excuses and be honest with yourself.