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How can you encourage experimentation and learning from failure in staff development initiatives?

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Staff development is not only about acquiring new skills and knowledge, but also about exploring new possibilities and challenging assumptions. Experimentation and learning from failure are essential for fostering innovation and creativity in any organization. However, many staff members may feel reluctant or afraid to try new things or admit their mistakes, due to fear of criticism, rejection, or punishment. How can you encourage a culture of experimentation and learning from failure in your staff development initiatives? Here are some tips to consider.

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André Schwambach, MSc

Linkedin Top Educational Leadership Voice 2.024 | Mestre Educa??o Corporativa | Fundador da softskillscombr | Criador…

1 Define the purpose and scope of experimentation

Before you launch any staff development initiative that involves experimentation, make sure you have a clear and shared understanding of the purpose and scope of the experiment. What are the goals, objectives, and outcomes you want to achieve? What are the boundaries, constraints, and risks involved? How will you measure and evaluate the results? Communicate these aspects clearly and transparently to your staff, and invite their feedback and input. This will help them align their expectations and actions with the experiment, and avoid confusion or frustration.

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André Schwambach, MSc

Linkedin Top Educational Leadership Voice 2.024 | Mestre Educa??o Corporativa | Fundador da softskillscombr | Criador do canvas ADAP? | Transformo Líderes Comuns em Soft Skills Players
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Dizer que o objetivo n?o é vencer, mas experimentar! Essa é a forma mais clara de comunicar o experimento. Que n?o se trata de competi??o, mas de contribui??o. Agradecer pela disponibilidade pelos riscos da experimenta??o e que o feedback da experiência é o mais importante.

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2 Create a safe and supportive environment

Creating a safe and supportive environment for your staff is essential for encouraging experimentation and learning from failure. This can be done by providing constructive and timely feedback, recognizing and rewarding effort, initiative, and improvement, encouraging collaboration and cooperation, and promoting openness, honesty, and transparency. All of these measures will help your staff feel comfortable expressing their ideas, opinions, and concerns without fear of retribution or ridicule, which in turn will allow them to take risks and learn from their mistakes.

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André Schwambach, MSc

Linkedin Top Educational Leadership Voice 2.024 | Mestre Educa??o Corporativa | Fundador da softskillscombr | Criador do canvas ADAP? | Transformo Líderes Comuns em Soft Skills Players
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Dar um exemplo de uma crian?a quando aprende a andar de bicicleta. Ela sai de estado de incompetente Inconsciente, ao entender que ela pode andar de bicicleta, mesmo que com rodinhas de apoio. Depois ela passa ao estágio de incompetente Consciente, quando ela percebe que já anda com as rodinhas, mas que pode andar sem esse apoio. O terceiro passo é ela se tornar competente Consciente, quando ela larga as rodinhas e passa a andar como uma iniciante, prestando a aten??o no pedal, no guidon, tem dificuldade ainda de fazer curvas... E por último o estágio de competente Inconsciente, quando ela anda de bicicleta de forma automática, Inconsciente... pedala, freia, faz curvas... é quando a bike parece parte do corpo dela.

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3 Embrace failure as a learning opportunity

In order to foster experimentation and learning from failure, it is essential to view failure as a learning opportunity, rather than a setback or flaw. Since failure is an inevitable and unavoidable part of any innovation process, it can provide valuable insights and lessons for improvement and growth. Therefore, you should celebrate and share failures, as well as successes, highlighting the learnings and achievements from both. Additionally, analyze and reflect on failures to identify their root causes, effects, and implications. Then apply and integrate the learnings from failures and make the necessary changes or adjustments to improve the situation. Finally, encourage and enable your staff to learn from each other's failures, and share their best practices and solutions.

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André Schwambach, MSc

Linkedin Top Educational Leadership Voice 2.024 | Mestre Educa??o Corporativa | Fundador da softskillscombr | Criador do canvas ADAP? | Transformo Líderes Comuns em Soft Skills Players
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Tem uma frase que é muito legal... e valeria a pena fazer um cartaz, uma faixa: aqui, erros inéditos s?o permitidos! Isso dará conforto ao time de experimentar, de fazer MVP (mínimo produtos viaveis)... usar ideas do design thinking para simular, fazer protótipos, que deixem claro que erros s?o bem-vindos.

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4 Experiment, learn, and iterate

Finally, to encourage experimentation and learning from failure in your staff development initiatives, you need to adopt an experimental, learning, and iterative mindset. This means viewing these initiatives as ongoing processes of testing, learning, and improving rather than fixed or final products. To do this, set short-term and flexible goals that can be adjusted based on feedback and results. Additionally, implement small-scale and low-cost experiments to validate or invalidate assumptions and hypotheses. Learn from the results of your experiments and use them to inform future actions or decisions. Repeat the cycle of experimenting, learning, and iterating until desired results are achieved.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Justin Conaway

Infusing positivity and clarity to the world of recruiting and interviewing through statistical analysis and ML.
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There are a few performance psychology theories that address these. The most transferrable theory, with needed modification, is the Performance Zone vs Learning Zone. Athletes spend 90% of time learning (practicing) and 10% of their time performing. Through their careers you see many skills transition from the low stakes learning zone to the high stakes performance zone. Unfortunately business operates at the inverse. Often leading to fear, burnout, and plateaus. Companies that give time and space for learning often see their employees plateau at a much higher level of output and efficiency, embrace new challenges, and rarely face burnout.

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How can you encourage experimentation and learning from failure in staff development initiatives?

1

2

3

4

5

1 Define the purpose and scope of experimentation

2 Create a safe and supportive environment

3 Embrace failure as a learning opportunity

4 Experiment, learn, and iterate

5 Here’s what else to consider

Staff Development

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How can you encourage experimentation and learning from failure in staff development initiatives?

1

2

3

4

5

1 Define the purpose and scope of experimentation

2 Create a safe and supportive environment

3 Embrace failure as a learning opportunity

4 Experiment, learn, and iterate

5 Here’s what else to consider

Staff Development

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