Making decisions is scary. Whether you’re in a meeting room or facing a crisis, the leader feels the eyes of others, the weight of responsibility, and the fear of making the wrong call.
But guess what?
That’s exactly why people expect you… to decide.
“Courage is being scared to death, but saddling up anyway.”
~ John Wayne
Why is deciding so scary?
Everyone is watching you. You feel your body temperature rise, you start to sweat, your vision blurs. You hesitate to speak, struggling to organize your thoughts.
In short, stress has taken over. You know there’s no one behind you to take over—it’s your responsibility to make the decision.
You wish you could avoid the situation or ask your boss to decide for you, because you’re afraid of making the wrong call.
No one likes the idea of being wrong.
Not you.
Not me.
No one.
We’re all afraid:
-
Of wasting time.
-
Of causing negative consequences.
-
Of being blamed by the team.
However, the worst decision you can make is to make no decision at all.
Indecision creates standstills, frustration, and a loss of trust.
The hidden gift of mistakes
You don’t have to be perfect.
Those who claim they never make mistakes… usually don’t take real risks. And making decisions inherently involves risk.
But beyond the unpleasant immediate consequences of a bad decision, each one is an opportunity to learn:
-
What not to do next time.
-
How the team reacts under pressure.
-
Who stands by your side.
-
Who criticizes.
-
And most importantly: how you grow as a leader.
The key: own your decisions.
No excuses.
No misplaced blame.
Even if an employee is at the root of the problem, you are responsible for the team.
In front of the group, you own it. Always.
In private, you clarify things with the employee.
This is a great time to understand whether they have the right skills and access to the right tools to perform their tasks properly.
Owning your decisions will increase your credibility and the respect of your team members.
Deciding quickly, even in uncertainty
In management, you often have to decide without all the information.
As a leader, you need to plug the gaps (the missing information) quickly.
My method:
-
Identify the options.
-
Briefly consult your trusted people.
-
Evaluate the main consequences.
-
Make a decision.
-
Move forward.
-
Own it.
All this within minutes.
Overanalyzing only wastes time, often time you don’t have.
And inaction, in itself, is already a mistake.
Involving the team to make better decisions
Employees want solutions to their problems and want to know where they’re headed.
A boss who takes forever to analyze every possible path and delays decisions creates uncertainty and impatience within the team.
It’s important to understand: being responsible doesn’t mean deciding everything.
Your employees want clarity, not micromanagement.
And often, they know better than you how to handle operational details.
✅ Give them the space and tools to decide at their level.
✅ Avoid being the bottleneck for every little validation.
Of course, some decisions will always remain yours (stopping a production line, shifting priorities, giving disciplinary measures, recognizing a good action, or delegating a responsibility), but there’s huge value in equipping your employees to make decisions related to their roles.
Story: when I should have changed the process
For two years, I was responsible for the wastewater treatment at a plant.
I had zero technical knowledge, but when there was an issue at night, the security guard would call me… to ask for permission to call my employee.
It was absurd:
-
I was useless in that process.
-
The security guard knew what needed to be done.
-
He was just waiting for my confirmation.
Why did this situation go on—and why did I keep getting elbowed awake by my partner in the middle of the night?
Because I lacked the courage to change the procedure.
Not deciding to change was itself a bad decision—but a valuable lesson.
An inspiring example: David Marquet
If you want to read a book or watch a YouTube video on the power of transferring decision-making, I recommend the story of David Marquet, former submarine captain in the U.S. Navy. The book is called Turn the Ship Around.
In short, he was shocked when he was put in command of a submarine he didn’t know, and quickly realized he couldn’t decide everything himself.
His orders were executed… even when they were technically impossible.
His solution?
Stop giving orders.
His crew, experts in their own roles, now came to him saying:
“Here’s what I intend to do, here’s why.”
The results?
-
A crew that took ownership.
-
Faster, smarter decision-making.
-
A transformation from the worst team to the best in just one year.
This is an example we should all follow.
How to apply this in your team
Transferring decision-making:
-
Empowers your employees.
-
Recognizes their skills.
-
Reduces your mental load.
-
Boosts engagement and creativity.
But be careful:
-
Clearly communicate your intentions to your leaders and your teams.
-
Explain the approach to avoid misunderstandings.
-
Make sure everyone understands that responsibility does not mean abandoning leadership, you remain accountable for the team’s results.
Conclusion: Decide to move forward
Decision-making is a key skill for moving forward, adapting, and achieving success.
And you—what’s the decision you’ve been postponing today?
Maybe now is exactly the time to gather your courage… and go for it.
Key takeaways
-
Deciding is a leader’s #1 responsibility.
-
A flawed decision is better than no decision at all.
-
Owning your choices builds credibility.
-
Involving your team makes everyone stronger.
-
Transferring decisions develops autonomy… without ever giving up final accountability.
Leadership is not the absence of mistakes; it’s the courage to decide anyway.
Discover How to Delegate Better in 5 Steps
Would you like to learn how to delegate better to free your mind and reduce your stress?
My practical guide, Master the Art of Delegation in 5 Key Steps, is designed to give you simple and effective tools to:
-
Help your team members grow and take on new responsibilities
-
Identify who in your team can support you
-
Reduce your stress and reclaim your time
-
Escape firefighting mode and become strategic again
-
Improve workplace atmosphere and collaboration
If you’re ready to transform your leadership style and build a more engaged and high-performing team, I’m here to support you.
Together, we’ll work on practical solutions to overcome your current challenges and achieve your future goals.
Contact me today to learn more.
Carl-Michael Tessier, M.Sc., MBA
Coach in high-performance team development and tailored leadership support
Leave a Reply