“I’ll try” – is NOT what you want to hear as a leader.
It offers no comfort.
No certainty.
No accountability.
It’s an exit strategy dressed up as effort.
Back in my policing days, I supervised staff in situations where trying wasn’t an option.
I remember assigning a rookie to guard a scene.
Clear instructions.
Clear boundary.
“Ensure no one comes through the cordon.”
His response?
“I’ll try.”
He was reassigned immediately.
Not because he was lazy.
Not because he was malicious.
But because his language told me everything I needed to know about his mindset.
“I’ll try” meant:
If it goes wrong, it’s not really my fault.
If I fail, I warned you.
If pressure comes, I might fold.
That’s not acceptable when standards matter.
In policing, ambiguity gets people hurt. It compromises investigations.
In business, it hurts results.
The military rejects vague leadership direction, and it never accepts vague responses.
High performers don’t try.
They commit.
They say:
“Consider it done.”
“I’ve got it.”
“I’ve got you.”
Because words reveal intent.
If you don’t believe you can do the task, say that.
If you need support, ask for it.
If you disagree, challenge it.
But don’t hide behind “I’ll try.”
Leaders don’t need comfort phrases.
They need certainty.
And if you allow “I’ll try” to survive in your culture, don’t be surprised when accountability quietly exits the room.
You either do it.
Or you don’t.
There is no try.