What do you do if your team is afraid to learn from failure?

Quand nous tombons, nous devons chercher à savoir, pourquoi on est tombé, pas pourquoi c'est ici qu'on est tombé, il faut rechercher le probleme, trouver le moyen de le résoudre.

Foster an environment where team members feel comfortable taking risks and sharing their failures without fear of judgment or reprisal. Emphasize the importance of learning and growth over perfection, and lead by example by openly discussing your own mistakes and lessons learned.

Toujours encourager, meme quand le travail rendu est mauvais à 200 pourcent, il faut avant tout saluer le temps accordé ensuite donner ses remarques.

Review what went wrong but always make a point to highlight things that were done correctly. It is pretty rare that something ends up being an abject failure without something positive coming out of it.

Offer specific and actionable feedback on both successes and failures. Focus on helping team members understand what went wrong, why it happened, and how they can improve in the future. Ensure feedback is delivered promptly after the event to maximize learning opportunities and prevent recurring mistakes.

De petits cadeaux motivants peuvent faire booster l'engagement des collaborateurs. Je le fais souvent avec mon équipe, de petits gadgets, de petits bons plans de formations, etc.

Recognize and appreciate individuals who demonstrate a willingness to learn from their failures and actively seek improvement. Highlighting these behaviors encourages others to adopt a growth mindset and view failure as an opportunity for growth rather than a setback. Consider implementing rewards or incentives tied to learning and development goals to further reinforce this mindset.

Encourage a positive mindset by emphasizing that failure is a natural part of growth and an opportunity to learn. Foster an open and non-judgmental environment where team members feel comfortable sharing and discussing their experiences. Highlight successful examples of learning from failure to inspire confidence in the process.

Encourage team members to reflect on their experiences, both positive and negative, and extract meaningful insights that can inform future decisions and actions. Provide guidance on how to analyze failures effectively, identify root causes, and formulate actionable strategies for improvement. Encourage experimentation and iteration based on lessons learned to foster continuous improvement

Si tu equipo tiene miedo de aprender del fracaso estamos cometiendo el mayor error de todos y el que tiene peores consecuencias, el único realmente: no aprender. Probablemente la causa sea que no hemos generado la cultura que invita a probar, al ensayo, al error,... o que hemos sido incoherentes y hemos "buscado culpables" en vez de celebrar ese camino a aportar soluciones diversas, eso que nos puede diferenciar. Lo primero es reconocer ante todos ese error causa, que es nuestro, con humildad y sin excusas, es el mejor ejemplo de que las desviaciones sirven para eso, y tienen consecuencias, sí, pero si son medidas las asumimos para aprender. Desde ahí trabajarlo con cada persona y dando ánimos a cometerlos y a prender.

First of all we should find the root cause of the problem and made a small meeting to discuss with everyone and find solution to remove the afraid. From their minds

Beyond these foundational strategies, consider implementing additional measures such as regular knowledge-sharing sessions where team members can discuss their experiences and learn from each other's failures, providing access to resources and training opportunities to support skill development and resilience in the face of failure, and establishing clear goals and expectations to provide direction and motivation for learning and improvement efforts. Additionally, consider seeking external support or expertise if needed to address specific challenges or barriers to learning from failure effectively.