Learning to course correct
How micro-corrections can help avoid macro-issues further down the line
You know that moment. You’ve just stepped out of a meeting or closed your laptop after a call and something feels…off. Maybe it was a throwaway comment that didn’t quite land. Or perhaps you brushed past someone’s idea too quickly or missed a cue that someone wasn’t fully on board. It wasn’t a disaster. But it wasn’t your best moment either.
And what do we tend to do? We carry on.
We tell ourselves it wasn’t important. That we’re overthinking it. We don’t want to make it awkward by revisiting it and bringing it up again. We don’t know what we’d even say. Or maybe we didn’t quite notice in the moment – something tugged at the edge of our awareness but we were too busy, too tired, too focused on the next thing.
But these are the very moments that matter. Such small things can have a big impact.
Because the truth is, most relational breakdowns don’t happen because of a single dramatic event. They happen incrementally, through a slow drift of misalignment. A pattern of micro-interactions that fall just a bit short. And the longer we leave them uncorrected, the further off-course we drift.
Why we avoid course correcting
Let’s be honest: course correcting in our relationships can feel uncomfortable. It requires us to notice – and take responsibility for – the small things. The raised eyebrow. The clipped response. The way we cut someone off halfway through their sentence, or didn’t follow up on something we promised. These things don’t make us bad leaders; they make us human. But when we ignore them, they start to have unintended consequences.
Sometimes we don’t course correct because we simply don’t notice. We’re busy, distracted, juggling too many things at once. Other times, we notice something felt off, but we tell ourselves it wasn’t significant enough to address. We fear making it worse, or we don’t know what we would have done differently. So we let it go.
And then we wonder why someone seems a bit distant next time. Why we’re not getting full buy-in. Why that colleague didn’t raise a concern until it had become a real issue. Why we’re feeling a little less trusted, a little less influential.
What happens when we don’t act?
The cost of ignoring these moments is subtle but cumulative. Micro-misalignments that aren’t addressed start to erode trust. People feel unheard, undervalued, or misunderstood – even if that wasn’t our intention. Over time, that can create an undercurrent of tension or disengagement. Our words start to ring a bit hollow. Our impact begins to diverge from our intention.
In short: when we don’t course correct, we send messages we didn’t mean to send, and our messages are less likely to be received in the way we hope.
What it means to course correct – and how to do it
The good news is that this isn’t about perfection. It’s about progress. The best leaders aren’t the ones who never get it wrong; they’re the ones who notice sooner, take action faster, and are willing to try again.
Let’s explore what that looks like in practice.
One. Build your awareness.
Start by noticing more. Slow down enough to register how people are responding to you – in words, yes, but also in tone, energy, body language. Ask yourself: did that land the way I intended? Is there something unsaid here? Listen beyond the surface. Ask curious questions. Check in.
That can be as simple as saying:
“Hey, I noticed you went quiet after I said that — did I miss something?”
Two. Name it out loud.
When you realise something didn’t quite work, say so. Don’t just register it internally and move on. That gap between intention and impact can’t be closed if we keep it to ourselves. You don’t have to over-apologise or make it a big deal. Acknowledging the moment is often enough.
Try something like:
“I realise I may have come across a bit blunt earlier – that wasn’t my intention, and I’m sorry.”
Three. Be willing to try again.
This is where growth happens. Course correction means circling back, even if it feels a bit awkward. It means asking to try again, offering a clearer explanation, or re-engaging in a conversation we didn’t quite nail the first time.
It might sound like:
“I’ve been thinking about our conversation yesterday, and if you’re willing, I’d like to revisit it – I don’t think I explained myself very well.”
This is leadership at its most human: open, reflective and vulnerable. Being willing to get it wrong and then try again can have a profound impact on those you lead, creating space for them to do the same.
“When your revision comes from an authentic place, usually the other person will sense the caring that it takes to make the effort to go out and come in again.”
Getting Real, by Susan Campbell PhD
The ripple effect of micro-corrections
When we practice making micro-corrections, the impact is powerful. Our relationships strengthen. Trust deepens. Others feel safe to speak up, to be honest, to challenge and collaborate. And the culture around us shifts – one conversation, one micro-correction, one moment of vulnerability at a time.
Instead of the slow drift of disconnection, we create an upward spiral of trust and psychological safety. And that is where we – and those around us – can thrive and be at our best.
So the next time something feels just a bit off, don’t brush it aside. Notice it. Name it. Go back and try again.
You don’t need to get it right every time – you just need to be willing to course correct.
If this resonates with you, I’d love to hear how you’re learning to course correct in your own leadership. Reply or share your reflections in the comments, as every story helps us all learn.
And finally…
A lovely example of why you do need to sweat the small stuff in your communication. 👀😂
See you next week!
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