This week I want to talk about failure. This is not a word many like to use; indeed, the sense of fear around this word means it is often one that must not be named, in a kind of ‘Voldermort’esque way (apologies to non-Harry Potter fans!)
There is an acceptance on an intellectual level that learning from failure is a good thing, although it is often easier to talk about than to put into practice. Rita Gunther McGrath of Columbia Business School typifies intelligent failure as:
“a common understanding of what failures are useful and which are just failures; that we distinguish between bad luck and bad management; and that we have sufficient psychological safety that people can – indeed feel obligated to – bring up failures as they arise, so that they aren’t repeated.
To truly create a culture where intelligent failure is accepted and effective, organisations needed to be trusting, constructive, learning focussed and reflective.
With that in mind, take time to think:
- How do you feel when you make an intelligent failure? Obligated to speak up or instinctively want to hide?
- When was the last time you shared an intelligent failure with colleagues across your organisation so that they could learn?
- What conditions would enable you to be courageous and share your failure to help others learn?
- How do you (will you) create the conditions for your teams to reflect and to feel confident to share failure positively, so colleagues can learn from them?
As leaders, we can all show our people that we are role modelling the changes that all of us want to see. Let’s be better and be the change. Contact [email protected] if you would like help to do so.
For more articles, encouraging you to think and be the change – visit here.