Why Everything That Goes Wrong In Your Business Is Your Fault…And Why That’s A GOOD THING!!!!

Everything that goes wrong in your business is your fault, and that’s a good thing! Have you ever felt frustrated because it seems like you’re the only one in your business who really cares when something goes wrong? Have you ever felt upset because the buck stops with you, every time? I get it! I really do. And at first consideration, it can seem like a really irritating truth…but it’s actually a really empowering one! You really ARE responsible for everything that goes wrong, AND RIGHT in your business. So let’s get you on the right path and have things go your way!!!!

Here’s a fascinating article on how to be a great role model.


For instance, if your employee is not living up to expectations, because you haven’t given them a very clear role (job description), and very clear goals (KPIs), they may not even know what their most important expectations are, and in that situation, human beings tend to try to make up their own expectations (assuming they’re most important based on your behaviour and feedback) and try to do a good job at those! If you have not given very clear expectations including but not limited to:

-A very clear and detailed job description,

-A set of procedures that explain how to execute each duty on their job description,

-Powerful and clear KPIs (key performance indicators) or goals that they should achieve each month, and receive feedback on,

How can you POSSIBLY expect the employee to do a “great job????” What even is a “great job?” This is not fair to your employees, or to yourself, not to mention all the other affected by it (partners, customers, other stakeholders, etc.).

We must be clear! We must be precise! We must give incredibly clear job descriptions, goals and procedures. Otherwise, it IS OUR FAULT that our employees don’t live up to them! Everything that goes wrong in your business is your fault, and that’s a good thing! Really, truly consider this — especially if they don’t learn the same way you do (i.e. reading versus doing) – how could they POSSIBLY live up to our expectations if they DON’T KNOW WHAT THEY ARE???!!!! They can’t.

The good news is, you can make your employees much more successful, focused on the right things, receptive, productive, goal-achieving and happy when you DO the proper things a leader needs to do! Here’s how!


Give employees very clear job descriptions, and include them in the creation of the list of duties if they’ve been working for you for a while. First of all, anytime they help to create something like this, they will be more bought in and likely to achieve it because they helped to come up with it! Second, how on earth can an employee live up to your expectations, or spend their time doing the important things, if you don’t tell them? The job description should tell them what to do, and how many hours per week to spend doing it. This should go in their calendar. It can’t get clearer than that. Think about it, you give them the duties, the time it should take, the time they should do it, and make sure their calendar is filled out properly (PS — EVERYONE INCLUDING YOU SHOULD HAVE A PROPERLY-FILLED-OUT-CALENDAR). It should be perfectly clear. Ask questions to make sure they understand, and have them help create as much of this as possible to ensure the most buy-in and execution.


Make sure they have very clear goals (key performance indicators or KPIs) that are measurable, reported back to them every month, and coach them and help them to achieve them! If you don’t tell the employees which parts of their job are most important, and give them a measurable number to achieve each month, how can they possibly help you achieve your goals? Pro tip: take your strategic objectives and break them down into smaller goals, and make those KPIs for your team members! When giving goals to your team members make sure they a. believe they can achieve them and b. think it’s “worth it” to achieve them.

Here’s a video talking about roles and goals.


This is the final piece is truly about how great of a leader you are for them. Do you have a clear vision? Do you reiterate it with excitement often? Did they have the opportunity to contribute to what that vision is? Do you have a great mission statement? One that excites them and makes them proud? Do they know it? Do they love it? Do they SHARE it???? Do you have CULTURE STATEMENTS that tell EVERYONE the 5-10 rules for how we act around here (in our business?) If you don’t, you need to, and again, if they’re involved in creating them, that’s even better.

So, I hope this has given you hope, a clear set of things to do to improve the performance of your team and your business, and more than anything the PEACE OF MIND and EMPOWERMENT that comes with knowing that EVERYTHING THAT HAPPENS IN YOUR BUSINESS IS YOUR FAULT — AND THAT’S A GOOD THING!!!!!!!!! You’re responsible for everything that goes on in your business.

You are amazing, you leader, you. Thank you for being such an amazing person. Thank you for being part of the majority who employs everyone else! Thank you for doing the hard work. Thank you for not giving up. Thank you for improving your leadership skills! Thank you for paying all that darn tax (I know, I hate it too, lol.) Thank you for being great role models. Thank you for showing your employees how to be by being the greatest example ever. You are brave, courageous, and wonderful for continuously learning to improve them, their families, and anyone else who depends on you (clients, etc.). YOU ARE SEEN, APPRECIATED, and AMAZING!!!!

Keep it up! The world needs business leaders like you.

With gratitude and admiration,


PS Don’t forget, Business can be Better™, and it should be!

Business can be better™ and it should be!

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Kelli-Rae Tamaki

Kelli-Rae is truly passionate about successful business, and believes it can always be better, which is why she has spent 22 years studying, running, coaching and consulting with businesses, just like yours.