Lead Purposefully: Develop Leaders & Create a Culture of Learning...Two Core Organizational Issues, One Key Solution!
/Two common challenges today's organizations struggle with are finding ways to (a) support developing leaders so that they stay on board, and (b) create a culture of learning in fast-paced, high-demand environments. By helping people at all career stages to reframe mistakes as learning opportunities, it is possible to take steps toward accomplishing both goals to the benefit of your organizational impact, your people and your bottom line.
Below are four simple tips to set people up for success and support them when things inevitably go sideways!
"Sometimes our biggest mistakes catapult us toward our greatest successes." - Erica Wexler
One simple technique to use when delegating a task or discussing a change is to consistently ask, "What questions do you have?" Get into the habit of also asking,"What problems did you encounter today? How did you resolve them?" These questions create an expectation for people to consider areas of confusion so they can be clarified. This approach also strengthens critical thinking and assessment skills that enable people to catch and address issues quickly as things begin to go sideways.
Take responsibility to help people understand the importance of advocating for what they need to be successful. Be accountable for identifying and addressing gaps in tools, resources or skills early in the process. Ensure that people are provided with the resources, training and support needed to do the tasks they have been asked to accomplish. When things go sideways, work together to identify what additional resources may be available to support them with similar tasks moving forward.
Instead of assigning blame when things go sideways, evaluate whether the expectations around deliverables and timelines were clearly communicated. Be accountable for discussing how you want people to communicate with you, and with one another, regarding their questions, progress updates, problems they come across, etc. Creating consistent, clear expectations from the outset will save everyone valuable time and decrease unnecessary stress and expensive mistakes.
Before providing feedback or giving a solution, provide an opportunity for the person who made the mistake to explain how things went from their perspective. Ask why they think things went sideways and have them explain how they propose to do things differently the next time. Build upon this foundation by then giving specific feedback on what went well and what needs to be done differently (and why). Most importantly, give the person another chance to demonstrate that they've learned from the experience. In many cases, you'll find the person is highly motivated to exceed expectations and show their value.
What strategies have you found to be effective in helping people to reframe mistakes as learning opportunities? Comment below!
