“It’s better to get forgiveness than to ask permission.” ~ Grace Hopper
In the world of change and innovation, Grace Hoppers’ quote that “It’s better to get forgiveness than to ask permission” is often quoted as an inspirational motto or mantra. Often though this saying may be used as a rallying cry by individuals in a desire for autonomy without accountability.

Experience has taught me that leaders within the organization balk at the idea of asking ‘permission’. Somehow it is interpreted that if a person needs to confer with their supervisor that this is like ‘begging’ and makes them appear vulnerable and weak. This mindset creates a sense of a power struggle that is problematic to the relationship and can lead to not only resentment but a person choosing to go behind the leaders back and attempt to carve out power by creating what they can without the leaders knowledge. Needless to say when these types of actions are uncovered it breaks trust and damages the culture of the organization.
I believe that with maturity a leader can - in a given circumstance - weigh what the cost of asking forgiveness vs. asking permission is and know when taking the risk is appropriate. Ask yourself what the possible positive and negative outcomes of this action might be - weigh the risk at hand - what is the possible legal cost, financial cost, reputation cost, relationship cost etc?
As leaders we can support our people by helping to create guardrails for their risk taking. This is not necessarily simple or easy and is in fact messy. But the more clarity we can create regarding the lanes in which people have autonomy to act - the more innovation, creativity, (appropriate) risk and forward action is made possible.
The sweet spot and the ongoing work is how to provide autonomy with accountability. Another key component is alignment of autonomy with the organization's culture as well as within the knowledge, competency and maturity of the individual. Autonomy naturally increases simultaneously with a leader's mentoring and coaching and with the individual's leadership growth. While some growing pains are expected, so are honesty, vulnerability, responsibility and growth.
How can you as a leader create a culture of autonomy with guardrails? In what ways can you ensure that people are understanding under what conditions and with what degree of risk do they have the autonomy for decision making? It’s messy work, but necessary.
“Ask forgiveness, not permission. But make sure you bring your results with you.” ~ Amy Jo Martin
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