In January 2009, the world watched in awe as Captain Chesley “Sully” Sullenberger skillfully landed US Airways Flight 1549 on the Hudson River, saving the lives of all 155 passengers and crew on board. This harrowing incident, famously known as the “Miracle on the Hudson,” showcased Sully’s exceptional piloting skills and offered profound insights into leadership, resilience, and the power of grace under pressure.
The Practice of Grace
Grace in leadership is far from being an occasional act of kindness or a sporadic display of empathy; it is a continuous, deliberate practice that leaders must refine over time. Just like any other skill, grace demands consistent effort and reflection. For leaders, grace means offering understanding even when faced with high-pressure situations, dealing with failures or mistakes, and maintaining composure when the stakes are at their highest.
The practice of grace begins with self-awareness. Leaders must first recognize their shortcomings, flaws, and imperfections in order to lead with humility and empathy. It’s a humbling process that requires leaders to look at themselves in the mirror and ask, “Am I being fair? Am I responding with understanding?” A leader who recognizes their imperfections will be more forgiving of others’ mistakes, acknowledging that people are complex and each individual is balancing more than just the work in front of them.
Practicing grace is also about staying calm in moments of chaos. Leaders who maintain composure, even when everything around them unravels, set the tone for their teams. These leaders don’t allow the heat of the moment to cloud their judgment or provoke irrational reactions. Instead, they take the time to understand the situation fully before acting, recognizing that impulsivity often leads to regret. In a crisis or tense situation, a leader with grace won’t hastily assign blame but instead will focus on solutions and support. The grace that a leader extends in these moments inspires loyalty, cultivates trust, and fosters a culture of understanding that radiates throughout the organization.
Moreover, grace in leadership is not reserved only for the big moments. It’s about how leaders interact in everyday situations—the small moments where a thoughtful word, a kind gesture, or a forgiving response can profoundly impact. Over time, these moments add up, creating an environment where everyone feels valued and respected, knowing their leader sees them as individuals, not just as employees or assets.
A Near-Death Experience as a Catalyst for Change
Rick Elias’s experience on the US Airways flight, which landed safely on the Hudson River, was not just a brush with death—it was a life-altering event that transformed his perspective on leadership. In the moments when he believed that the plane might crash, Elias experienced what can only be described as a profound shift in how he viewed his life, his work, and his approach to leadership. These 90 seconds—short yet intense—served as a mirror to reflect on what truly mattered, giving Elias clarity about the things he had been prioritizing and neglected.
Before the flight, Elias had invested nearly two decades in building a successful business, pouring his energy into achieving financial success. While this drive for achievement brought him recognition and wealth, it left him with a sense of imbalance. It wasn’t until he found himself facing what could have been his last moments that he realized the fleeting nature of life and how easily one can become consumed by the pursuit of external markers of success—especially at the cost of personal fulfillment and meaningful relationships. The realization that no amount of success could replace a life of purpose, connection, and grace became one of his most valuable lessons.
Following the crash, Elias could look at leadership with fresh eyes. He no longer saw leadership as a hierarchical, power-based structure where results were the sole focus. Instead, he understood that leadership is about people—understanding their emotions, struggles, and potential. He learned that showing empathy and offering grace was essential to nurturing an environment where people could thrive. This change in perspective was the key to his subsequent success in building Red Ventures into a multi-billion-dollar company. Elias realized that business success could not be achieved at the expense of emotional well-being, and he built a leadership style that balanced the pursuit of business goals with a genuine concern for the well-being of those around him. His leadership became defined by the results and the people who helped him achieve them.
The Power of Self-Forgiveness
At the heart of leadership lies the ability to forgive oneself. It’s often easy for leaders to give others a pass when mistakes are made or when someone falls short of expectations. However, many leaders struggle to offer themselves the same grace. The pressure to maintain control, perfection, and success can make it difficult to accept personal failures. Yet, self-forgiveness is one of the most transformative acts a leader can embrace. Without it, a leader may become paralyzed by guilt, regret, or self-doubt, which diminishes their ability to lead effectively.
Rick Elias’s journey toward self-forgiveness is a testament to the importance of this practice in leadership. After his life-changing experience on the plane, Elias realized that he had been holding himself to unrealistic standards. The perfectionist mindset that drove him to achieve so much professionally was the same mindset that made it difficult for him to accept mistakes, both his own and others. Through the lens of his near-death experience, he came to understand that striving for perfection was not only exhausting but ultimately unhelpful.
Leaders who can forgive themselves create a more compassionate and resilient leadership style. When leaders acknowledge their mistakes, take responsibility for them, and move forward, they set an example for their team. It shows that failure is not a reflection of one’s worth but an opportunity to learn and grow. This mindset encourages a culture of accountability where everyone, regardless of their position, feels comfortable owning up to their errors and seeking solutions. Furthermore, it encourages employees to take risks, knowing failure is a part of the learning process. This openness leads to innovation, creative problem-solving, and continuous organizational improvement.
The power of self-forgiveness also fosters emotional resilience. Leaders who are kind to themselves are less likely to become bogged down by negative self-talk or insecurities and more likely to bounce back from setbacks with renewed determination. By letting go of past mistakes, leaders free themselves to focus on the future—on opportunities, growth, and building stronger relationships with their teams.
Grace in the Workplace: Beyond the Numbers
The workplace is often driven by numbers—sales targets, productivity goals, and key performance indicators. While these metrics are essential, they can sometimes overshadow the human element of work. Grace in the workplace means recognizing that people are more than just the results they produce. Leaders who lead gracefully understand that many factors, including personal challenges, emotional well-being, and external pressures, influence performance.
When leaders approach performance issues gracefully, they shift the focus from blame to support. For example, imagine an employee’s performance slipping for several quarters. A leader who focuses solely on the decline in numbers may fail to understand the root causes of the problem. On the other hand, a leader who extends grace will approach the conversation with empathy, asking, “Are you okay? What’s going on?” This simple shift in language transforms the conversation from one about failure to one about support. It allows the employee to feel heard, understood, and valued as a person—not just an asset to the company.
Grace in leadership means seeing the whole person, not just the employee who is fulfilling a role. Employees who feel supported by their leaders are more likely to feel motivated and engaged. They are also more likely to be loyal to the organization, which is critical for long-term success. Grace also encourages vulnerability in the workplace, where employees can speak openly about their challenges without fear of judgment. When leaders model grace, they create a culture of openness and trust, where individuals feel safe to be themselves and contribute without the burden of perfection.
Moreover, grace fosters collaboration. When leaders show understanding, employees are likelier to extend the same understanding to their colleagues. In turn, this creates an environment where collaboration thrives—teams work together to solve problems and achieve shared goals rather than operating in silos driven by individual performance metrics.
The Ripple Effect of Grace
Grace is not just a one-time act but a practice that spreads, influencing an entire organization. When a leader shows grace, it often has a cascading effect throughout the organization. Employees who receive grace may share their experience with colleagues, friends, and family, amplifying the positive impact. This ripple effect creates a culture where empathy, support, and understanding are the norm, not the exception.
The ripple effect of grace extends beyond the workplace as well. Employees who feel valued and supported by their leaders are more likely to approach challenges with a positive mindset, and this attitude extends into their personal lives. They may bring the same grace they received into their interactions with family members, friends, and colleagues outside of work. This improves employees’ work-life balance and strengthens relationships in all areas of their lives.
The power of grace also lies in its ability to promote a cycle of giving. Leaders who extend grace inspire their employees to do the same. When a leader shows kindness, patience, and empathy, it encourages others to offer the same in return. Over time, this creates an organizational culture of mutual respect and support where everyone feels valued. In this sense, grace is not just about individual moments of kindness but about creating a collective environment where empathy is the default mode of interaction.
This ripple effect can be seen in the way teams collaborate, how conflicts are resolved, and how challenges are approached. In a culture of grace, people are more likely to ask for help, share knowledge, and support one another. As a result, the organization becomes more cohesive, innovative, and resilient in the face of adversity.
Empathy: The Cornerstone of Grace
Empathy and grace are intrinsically linked. Without empathy, grace would lack depth—it would become a superficial act, something done out of obligation rather than genuine care. Empathy allows leaders to understand the emotions, struggles, and motivations of others. It provides the foundation upon which grace is built.
Leaders who practice empathy are better equipped to address the needs of their team members. They can see beyond the surface and recognize the human challenges affecting performance. This ability to empathize enables leaders to respond with greater understanding, offering solutions beyond addressing the immediate problem. Instead, they consider the broader context, including emotional well-being and personal circumstances.
Empathy also fosters connections between leaders and their teams. When employees feel their leaders genuinely care about their well-being, they are likelier to trust and engage in the work. Empathetic leaders build relationships based on mutual respect and understanding. They make it clear that their interest in their team’s success is not just about numbers or results but about supporting the individual as a whole person.
Moreover, empathy enables leaders to be more adaptive. By understanding their team members’ unique challenges and perspectives, empathetic leaders can tailor their approach to suit different personalities and situations. This flexibility enhances communication and problem-solving, as leaders are more attuned to the needs of their teams. In this way, empathy becomes a cornerstone of grace, allowing leaders to navigate the complexities of leadership with greater understanding and effectiveness.
Conclusion
Extending grace in leadership is a moral imperative and a strategic advantage. By prioritizing empathy, understanding, and support, leaders can create a culture of grace that empowers individuals to thrive in the face of adversity and fosters deeper connections and resilience within teams and organizations. As we navigate the complexities of the modern workplace, let us cultivate a culture of grace—one where compassion, empathy, and understanding are virtues and guiding principles that shape our interactions and define our success. our interactions and define our success.