Here's how you can effectively communicate lessons learned from failure to organizational leadership.

I agree with this idea. Owning failure but with an idea of how and why you want to do things differently based on lessons learned. Also, acknowledging if there was harm and how those moments of harm will be repaired and the plan to apologize and mov forward.

I love presenting improved processes and innovations, followed by explaining how they were generated from the experience of failure. After all, necessity is not the only mother of invention. Error has led many to wiser ways of achieving a goal on the hard road of experience. It redeems the faith of organizational leadership in us because while we are not perfect, we demonstrate how we are perfectly determined to find solutions and turn failure into forward thinking success.

As a leader you can and should model the behavior you want to see by being open and willing to accept your own responsibility for failure. Everybody messes up or misses the mark sometimes. People should feel like failure is a learning opportunity. Be open about it and come to the discussion with suggestions for how to improve next time.

I would emphasize the learning aspects of failure. I believe work places need to de stigmatize “failure” so that there can be honest conversations about works, what is cost effective and meaningful. The organization that fail / learn the fastest are the organizations the succeed and can reinvent themselves. The risk of creating shame around failure is that teams become risk adverse and stuck in paralysis by analysis because the cost of failure is perceived to be too high.

In addition to analyzing the root causes of a failure it’s also useful to unpack what was within our control and what was not. That can then be translated into future key metrics for risks that can be tracked closely and serve as early warning signs that may require you to stop and course correct before your initiative breaks down. You can then also have a conversation with leadership about what risks the organization can tolerate in the future. Risk tolerance tied to metrics can also distinguish when something requires leadership attention versus what the team can handle on their own as responsible stewards empowered by leadership.

When communicating lessons learned from failure to organizational leadership, it's important to thoroughly analyze the causes. Identify what went wrong, whether it was a strategic misstep, an unforeseen challenge, or an operational oversight. For example, if a fundraising event didn’t meet its goals, examine factors like timing, marketing, or audience engagement. Presenting a well-researched explanation shows your commitment to improvement and a proactive approach to future success. By focusing on the root causes, you can craft an actionable plan that addresses underlying issues and helps prevent similar failures, building trust with leadership in the process.

Focus on what was learned rather than what went wrong. For example, if a project didn't meet its goals, highlight the increased understanding you gained about your target demographic or the improvements you've made in risk management strategies. This positive reframing can turn a setback into an opportunity for growth, encouraging leaders to support necessary changes for program development. By emphasizing the lessons learned and how they can be applied to future efforts, you demonstrate a commitment to continuous improvement and help build a more resilient organization.

This is best practice to reflect, plan for how you will try again, and act. Failure teaches us how to grow and be better. The reflection allows us to pause and see the good, bad, and in between of our process. Reflection and learning from the failure is key to moving forward and trying again.