Do you (or your organization) have permission to make mistakes?
Your answer to this question not only reveals your risk tolerance, but likely provides insights into your personality and innovative abilities as well. In a recent workshop with some great staff of the SoCal Ronald McDonald Houses, a key theme was the reality of constant and ongoing organizational change. Working in an organization in flux is challenging. But the increasing pace of societal change means that constant flux is the new normal.
Constant change means that mistakes are more likely to occur. So how can we teach our staff to be happy and healthy amidst change? Furthermore, how can we help them make mistakes that matter? Eduardo Briceno has published a very helpful model which we can use to help employees understand good and bad mistakes.
This model is effectively simple so I’ll bet you are already drawing your own lessons from it. However, let me illustrate three points to help equip us with reminders about change and mistakes:
- No matter the mistake, the learning opportunity is always high! One of my contracts recently dropped the ball and forgot to complete a task by a stated deadline. This mistake cascaded to about 20 other people who were unable to do their work as a result of this error. However, the apology email I received the next day was impressive. The individual owned the problem (on behalf of one of her staff), outlined the root causes and went on to explain three things she was doing to both fix the problem and keep it happening again! I often tell people that I don’t mind mistakes. However, I do mind how people respond to mistakes. When we own, fix and learn from mistakes, we become better as people and as organizations.
- Sloppy mistakes can be minimized. Sloppy mistakes happen because our intentionality is low. Stated more simply, sloppy mistakes happen because we don’t care (or forget to care). Repeated sloppy mistakes are often the sign of a disengaged or under-skilled employee. We all get sloppy, but repeated sloppy is a big red flag!
- We need to teach and coach our team members differently based on the type of mistake they make. Stretch mistakes should be praised, high stakes mistakes should be thoroughly debriefed (often in ways where others can learn these expensive lessons as well) and ‘aha’ moment mistakes need forums in which to be shared. As my title states, all mistakes are not equal. Wise leaders will identify the type of mistake made and then ensure that their response to mistakes matches the need. And in the midst of a busy-work day, this takes intentionality.
Good teams have leaders who give them permission to make mistakes. Excellent teams have leaders who help their team dig deeper and understand the type of mistake they made, and how they can leverage it into something that will benefit both them and the organization.
After all, pobody’s nerfect!
Dr. Jeff Suderman is a futurist, consultant, and professor who works in the field of organizational development. He partners with clients to improve culture, leadership, teamwork, organizational alignment, strategy and organizational future-readiness. He resides in Palm Desert, California. Twitter: @jlsuderman Email: email@example.com
Source: Mindset Works