The case for the occasional white lie at work

A leader may be tempted to use a white lie to protect a star team member from unfair complaints or to reduce distraction from office gossip. In these cases, the goal is to keep motivation high and prevent demoralizing or irrelevant information from pulling attention away from important work. However, white lies are often not the right solution. Repeated white lies, especially in improper situations, can erode trust and reduce leadership credibility. White lies are more acceptable when shielding someone from dubious information that would only demoralize or distract them, and when withholding information will not damage relationships, disrupt work, or block professional and self-development, while recognizing that some truths still need to be heard.

"Even though your team is doing great work, the client lodges an unfair complaint against your star team member. At the end of the assignment, the team member asks for feedback, and you respond, "The client was satisfied with the end product." There it is. You told a white lie to protect your star player."

"The frustrated grumblings of this client, you decided, weren't a fair evaluation of their work and wouldn't help your team grow. In fact, the feedback may do the opposite, distracting your team from important work and leading your top talent to wonder if they've been doing something wrong all along."

"You've overheard the gossip and know it's nothing serious, just a distraction from work. The teammate comes into your office to ask what's being said, and you respond, "I don't know, and I'm not worried. Keep doing good work." Afterward, you speak to the gossipers privately."

"In both of these situations, the white lie was an understandable move. As a leader, you need to keep your team motivated and maintain top-tier output. Figuring out what is and isn't worth their attention is part of the job. Yet, more often than not, a white lie isn't the answer, and if you become known for telling many white lies, especially in improper circumstances, you could even lose brand equity and the halo of an outstanding leader."

Read at Fast Company