Can we really learn from mistakes?
Well, yes. Providing we’re able to spot the mistake, make the effort to understand the mistake and be open to learning from it.
And the same applies with your team.
Let me explain…
A few weeks’ ago, I was at a conference and one of the talks was on creating a learning culture. To my mind there was one aspect of this which was completely overlooked. And that was to create a learning culture you have to be prepared for people to make mistakes and to help them learn from these. Unless you do people will not be prepared to try new things or take a chance on taking action for fear of messing up and being blamed – even when they think it’s the right thing to do.
Here are 10 ideas to help create a learning culture, one where it’s ok to take a chance and make the odd mistake, so long as you learn from it.
- Set the example. Admit when you’ve made a mistake – when you’re open about making mistakes your team will be recognise that everyone makes mistakes. But, make sure you also focus on what’s been learnt as a result of that mistake (see The Emotional Bank Account)
- Demonstrate your trust in team members by giving them responsibility and authority to do what they believe is right. E.g. to respond to customers’ expectations and requests in the way that they see fit. If they truly understand your values and what’s of most importance generally they’ll work out the best route to get there.
- Define what levels of authority your team members have in any given situation, and give them examples of when they need to refer to a manager or get sign off, and when it’s OK for them to make the decision. But when you do have to get involved use this as an opportunity for others to learn from the situation, by explaining your approach and why you approached it in the way you did.
- Build confidence; often people know what they should be doing, but just lack that certainty and confidence to do this really well, so give time and an opportunity for them to practise in a safe environment.
- Listen out for hesitation. When you hear a team member saying “I can’t…” that might be an indication they are fearful of making a mistake. Talk this through with them to identify any obstacles. Do they have the necessary resources, time, authority, peer support? Let them know you are still there to support them.
- Don’t expect perfection straight away. People need time to find their own way of doing things, and they shouldn’t feel afraid to make the odd mistake when they initially put principles into practice. Recognise and reward as they improve, even if things are not yet perfect.
- Foster a supportive culture. It should be okay to ask questions and admit they don’t know all the answers, where they’re encouraged to seek out new activities and it’s accepted that people won’t always get things right. Recognise even marginal gains in performance are a step forward.
- Give supportive feedback, and help people see their own mistakes, as well as encouraging them by pointing out what’s gone well. https://www.naturallyloyal.com/giving-effective-feedback/
- Reframing. Get people into the habit of looking for solutions rather than trying to blame others. Asking “what can I do to improve the situation?” “What’s in my control?” Rather than focusing on what’s gone wrong, or seeing it as a failure.
- Think about your emotional states. When you, your team – any of us – are in an unresourceful state (such as anger, exhaustion, boredom) if faced with challenges the tiniest problem can lead us to frustration or aggression; the slightest failure can lead to disappointment, blame or self-doubt; a hint of rejection can lead to defensiveness.
If you only do one thing towards creating a learning culture…
The next time you or any of your team make a mistake use it as an opportunity to learn from it and move on.
Black Box Thinking by Matthew Syed.
An inspiring book about how we cannot grow unless we are prepared to learn from our mistakes, by understanding and overcoming failures and demonstrates how even marginal gains all contribute to success.