Learning From Mistakes

One of my former counselors, Carolyn, spent time in an addiction trauma unit early in her career... She learned that when a situation is chaotic, it is important to slow down, slow way down. There is so much wisdom in that. I still remember Carolyn sharing that the unit tended to feed off frenzy. When one patient was having a problem or incident, it would often cause others anxiety, and within a few minutes, the entire unit would be in chaos. She told me that in moments like that, it is so critical to not feed off the energy around you and to slow down to at least half speed, or else life-altering mistakes can happen. She shared that one night, they were short-staffed, and a patient was having a severe episode while a new patient was going through intake. They wanted Carolyn to rush the intake process to assist, but something in her told her to slow down, and she redid the intake process twice. She found a knife hidden in the new patient's luggage — something she missed on the first spot check. Her advice is essential for all of us. In workplaces, we tend to think of all crises as urgent and important. If our boss is upset because a client or an executive is annoyed, the whole team can be in a frenzy. As a team leader or member, it is important to be responsive but also keep your cool and check everything twice. Mistakes are more likely to happen when the situation is volatile or stressful. Being able to stay calm in a crisis is such an important skill. #leadership #leaders #workplace

When you make a mistake as a leader you take your whole team with you. No matter how bad the crisis, your TEAM must be your first priority. Give your team what they need to feel safe and they will move mountains. Here are 4 things you can do for your team when dealing with a crisis. 1) Take the blame. Do not allow others to be blamed. In some cases, do not make known the person who made the mistake to ensure they were safe. And if the error was due to one person (or a small group), make it very clear that you do not blame them and that you want them to stay with the team. Leaders, if you need to, skip over levels in between to personally reassure the person. 2) Realize that whoever was involved in the problem feels bad. You do not need to tell any good performer they fell short. They have already told themselves this much more harshly. You have to show them the path to growth and success from where they are. 3) See crises and problems as learning and growth, not personal flaws. 4) Separate fixing the problem from the later process of figuring out why it happened. As the leader, closely look for (a) Was the error accidental, negligent, or nearly willful (intentional)? (b) What systems were in place to avoid relying on human diligence (which will always fail in the end)? As a leader, your team is your only vehicle to get things done. Protect them and help them grow. Readers — what have you done to care for your team during a crisis? For more career and leadership guidance, check out our free newsletter: https://buff.ly/3Q9UHPd

Somewhat counterintuitively, admitting our mistakes can lead to career growth. I often think of something my father told me when I got my first real job: "If you take the blame when you deserve it, people will give you responsibility." I’ve found that to be very true. Difficult, but true. I remember when I was senior advisor at the FCC. A team created an important report under my direction, and at a senior staff meeting, people severely criticized it. I considered staying silent. As the least senior person there, I didn't want to highlight my mistake. But I remembered my father's advice and spoke up: "I gave the team their directions. They did what I asked them to do. So let's talk about how to fix the report, so I can let them know what needs to get done.” I worried that this acknowledgement would hurt my reputation. But as my father said, it helped. It showed people I could admit my mistakes and take steps to fix them. “Taking the blame when you deserve it” doesn’t mean making blanket apologies or being willing to be a punching bag; it means owning up to our own mistakes. When you’re willing to take the blame when you deserve it, people will give you responsibility. Has acknowledging your mistakes at work worked for you as it it did for me? Share your stories in the comments. What lessons did you learn?

OK…you messed up at work. Lost a client, missed a deadline, hired the wrong person. It happens. You’re human. You don’t, however, want to end up as an unemployed human! And so – here are my best three pieces of advice about what you can, and should, do immediately to get yourself back in the winners circle:    1️⃣ Accept your share of responsibility, even if it hurts. The minute you start playing the blame game at work, you look small and defensive. That means that even if you aren’t the only author of the mistake — and you probably aren’t — you still have to openly, candidly, and humbly take responsibility for your part in it. Believe it or not, saying, “I contributed to the problem and I’m sorry,” gets you a lot more cred from your organization than trying to prove the always-suspect “Don’t look at me!” case. 2️⃣ Conduct an autopsy. I know a smart executive who didn’t get a promotion he’d been after for a year. He was mad, hurt, and embarrassed. Did he sulk? For a minute. But then, he marched into his boss’s office, shut the door, and asked, “Where did I go wrong? What can I learn?” Good move! Actively seeking feedback from others about how and why you screwed up demonstrates that you have guts and integrity. You want to grow – so that your error never happens again. 3️⃣ Rebrand yourself. After a mistake at work, you’ve got a bit of a Scarlet ‘L’ on your shoulder. There’s no better way to get rid of it than to get yourself a nice, quick W, proving that you’re still a valuable employee who knows how to bounce back.  Come up with an achievable victory that you’re sure you can nail. Then go for it. Look, everybody screws up sometimes, but one mistake isn’t the end of the game for you unless you let it be. There are three ways back to the winner’s circle. Grab them and run.

It's time to become fantastic failures. We've all been there, right? Those moments when we put our heart and soul into something only for it to fall flat on its face. A few years ago, I had a brilliant idea 💡 (or so I thought) for shaking up the auditing world. Excitedly, I pitched my concept only to face rejection after rejection. It was discouraging at first (I won't lie), but instead of giving up, I decided to use these failures as stepping stones toward greatness. The ideas? • Podcasts for auditors • Self published books • Audit merchandise After failing frequently, I now have • 2 international auditing podcasts • 2 best selling self published audit books • An online store with cool audit merch STOP being afraid to fail. Here are 3 benefits of embracing failures: ➡️ 𝗚𝗿𝗼𝘄𝘁𝗵 & 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: By failing spectacularly (and sometimes embarrassingly!), we open ourselves up to lessons that can never be learned through smooth sailing. ➡️ 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 & 𝗠𝗲𝗻𝘁𝗮𝗹 𝗧𝗼𝘂𝗴𝗵𝗻𝗲𝘀𝘀: Every stumble teaches us perseverance. ➡️ 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 & 𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆 𝗕𝗼𝗼𝘀𝘁𝘀: Failed attempts force us outside comfort zones which spark innovative thinking and creative problem-solving. So, next time you stumble (because we all will), don't beat yourself up or let it deter your audacious ambitions. Instead, take a deep breath 💨 , dust off those shoulders and see failure as an opportunity for growth that'll pave the way to success. ---------------------------------- Hi there, I'm Rob. I teach people (especially auditors) how to ask better questions. ---------------------------------- Quality Training Solutions ---------------------------------- Repost ♻️ if you found this useful Let's Connect --->Robert Berry #thatauditguy #internalaudit

Everyone Talks About Psychological Safety, But Here is How to Make it Happen. 6 proven ways to foster psychological safety at work: 1️⃣ Encourage open communication: Actively solicit your team's feedback, opinions, and ideas. This will create a culture where everyone feels comfortable speaking up. Speak last in group settings. ↳Example: "Thank you for the presentation, Rashmi. Before I share my thoughts, I'd like to hear feedback from the rest of the team first." 2️⃣ Be inclusive: Embrace diversity and ensure all voices are heard, regardless of their role or background. By valuing everyone's input, you create a sense of belonging and encourage diverse perspectives. ↳Example: "Jill, I know you have extensive experience in customer research. We haven't heard your perspective yet. What impact do you think this change can have on client retention?" 3️⃣ Show vulnerability: Admit when you don't know something or have made a mistake. This humility sets the tone for open communication, where team members feel safe discussing their mistakes and doubts. ↳Example: If you set an incorrect timeline: "You know what team, I clearly underestimated the effort needed here. My projections on the timeline were off. Let's re-baseline basis what we've learned." 4️⃣ Establish clear expectations: Clearly define roles, responsibilities, and goals, so team members understand their part in the organization's success. This clarity helps create a safe space for them to contribute and take risks. ↳Example: "Given that we are approaching launch, Mark will lead the overall readiness and cutover plan. He will send weekly updates and coordinate with each function on their expected deliverables." 5️⃣ Foster a learning mindset: Emphasize the importance of learning from mistakes and seeing failures as part of innovation. By doing so, you create a culture where employees feel safe to experiment and invent. ↳Example: "I wanted to recognize the team's willingness to experiment, even though the feature delivered did not reduce customer contacts. Let's deep dive into the current response model and adjust it based on learnings." 6️⃣ Celebrate curiosity: Encourage team members to ask questions, challenge assumptions, and think creatively. By fostering curiosity, you unleash the team's diversity of thought. ↳Example: "Great question, Simon! I actually never thought of it from this angle of customer preferences. What next steps can we take to validate this?" These insights are inspired by "The Fearless Organization" by Amy C. Edmondson - and brought to you by Omar's Desk. PS: When your team feels safe being who they are, learning, contributing, and challenging the status quo to drive improvement, you know you've created a truly safe environment for them to deliver their best work. Image Credit: psychsafety. co. uk ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Last week I shared the story of one of my biggest career blunders as a software engineer. Many of you were surprised by how accepting of mistakes was the engineering culture of the company I was at. This made me realize that sadly, it is not the norm for many companies. Mistakes and learning go hand in hand. ➡️ How are we supposed to try new things and know in advance whether they will work or not? We can do our due diligence, but there are so many factors involved in succeeding in anything. Some risks pay off and some don’t. ➡️ How are we supposed to pick up new skills or knowledge and be good at it from day 1? Unless we have a very special innate talent, it is impossible. Mistakes will happen, no matter what. So leaders: ❌ don’t punish your team for making mistakes ❌ don’t shove mistakes under the rug Instead: ✅ tell people it’s okay to make mistakes ✅ encourage thoughtfulness when assessing risk ✅ openly discuss mistakes without blame with the purpose of learning ✅ model the behavior you want to see by admitting your own mistakes #leadership #management #softwareengineering #psychologicalsafety Photo credit: Work Chronicles ♻️ Please repost if you found it useful 🔔 Follow for more similar content

Embracing Failure: Lessons Learned from a Recent Experience LinkedIn is often a platform where we highlight our successes, but I believe it's equally important to share our failures and learning experiences. Allow me to take you through a recent setback and the valuable lessons it offered. Last November, our team received an invitation to respond to an RFI alongside 10 other global negotiation training companies. This opportunity came from one of the largest corporations in their industry headquartered in Europe. They sought a comprehensive global training program for 400 procurement professionals, a task well within our expertise. The RFI was extensive, leading us to submit a detailed 38-page proposal. We learned that we were shortlisted as one of the three potential suppliers. The client proposed an innovative agile procurement process, including a live workshop at their HQ. However, challenges arose from the outset. Negotiating cost compensation for our team's travel proved difficult, and scheduling the event became nearly impossible. Ultimately, the workshop shifted to a virtual format on an unfamiliar platform. Despite meticulous preparation, the workshop itself felt more like an interrogation than a collaborative session. Feedback was unexpected and critical, leaving us feeling disheartened and perplexed. During the workshop, frustration mounted within our team as we grappled with unexpected challenges and criticism. At one point, a colleague couldn't contain their exasperation and exclaimed, "If only you had spent all this time and preparation running a pilot workshop with each supplier, all of us would have saved so much time." This outburst encapsulated the frustration we felt at that moment. It underscored the hindsight realization that investing time in pilot workshops could have provided invaluable insights early on, potentially streamlining the process and avoiding the pitfalls we encountered. Following the workshop, we were informed that the client had decided to proceed without us. Their reasons? They perceived our approach as overly academic and doubted our ability to scale the workshop effectively. While disappointing, this experience provided some valuable insights: 1. Value Your Time: Don't invest significant hours in RFIs and engagements without ensuring appropriate compensation. 2. Know Your Medium: Creative workshops may not translate effectively to online formats; consider the limitations of virtual environments. 3. Clarify Expectations: Ensure clients have a clear understanding of their objectives and are prepared for the engagement. 4. As an advisor i often sit on the other side of the table and always recommend the buyer offer the supplier compensation for more time consuming proposals. Sharing this experience isn't merely about airing frustration; it's about embracing the opportunity to learn and grow. By reflecting on setbacks, we can refine our approach and ultimately achieve greater success.

In our professional journeys, failure and rejection are inevitable companions. But here's the empowering truth: how we respond to rejection can be a catalyst for personal growth and resilience. As I maneuver a slowdown in my business, I am learning to navigate the emotions mindfully, with resilience and a growth mindset. I remind myself that, "this too shall pass," that setbacks are not permanent labels but temporary moments in our journey and just like seasons come and go, business realities change too. Here are some self-compassion practices that have been helpful for me: 1. Pausing to breathe: Taking time to pause, step back and take a deep a breath is helping me bring spaciousness between experiencing the emotion and choosing (how) to respond. 2. Treating myself with kindness: I am making every effort to treat myself with the same kindness and understanding I would extend to a friend in a similar predicament. Not only am I acknowledging all emotions without judgment, I am also reminding to feel and process these emotions, knowing that it's okay to experience disappointment. 3. Reframing failure as feedback: Acknowledging that this is not an end; it's a chance to gather valuable feedback. Instead of viewing it negatively, I am viewing it as an opportunity to learn, objectively analyzing what I could have done differently, and how I can improve moving forward. 4. Seeking support: I had to remind myself that I am not alone in facing these challenges. I have leaned on friends and mentors for support and reached out to my network to keep me in mind for collaboration opportunities. 5. Trusting the process: I have to admit that I am not fully there yet but I am reminding myself to trust the path I am on and that any and all experiences align with my journey. Embracing the wisdom of “this too shall pass” and acknowledging the impermanence of emotions is helping me ride the waves without getting carried away. I am curious how you embrace failure and rejection? Share your insights and experiences in the comments below! #embracingfailure #resilience #growthmindset #selfcompassion #thinkaloud

When life sours, resist the sugar. We've all heard it: "When handed lemons, make lemonade." A sweet sentiment, but one that glosses over necessary lessons. One of my favorite sayings: "We avoid discomfort, but in fleeing difficulty we forfeit wisdom." When disappointment strikes, we distance. We rationalize. The mind panics: "Don't linger here!" So we shut out the sources of bitterness. The could-have-beens haunt while we cling to hypotheticals—anything to avoid sitting with the discomfort of now. Yet in rushing past failure, a pivotal chance slips by. The opportunity to mine adversity for essential understandings: → Why did things go sideways? → Where exactly were the breaches? → How can we fortify for the future? Growth emerges not from lemonade, but from first tasting the lemons. When a launch flounders or a deal collapses, resist sugar-coating. Instead, lean into the uncomfortable. Forensically itemize: Where did things first crack? How did trouble then spread? Were there warnings signs we ignored? Sitting with failure's full bitterness unlocks lasting lessons. By brewing with lemons rather than icing over them, we distill an antidote to repeat mistakes. So when faced with soured plans, listen to that leader's counsel: Don't hide from discomfort. Stay. Understand. Then perhaps—slowly, wisely—the lemonade will flow.