How can you use EI to learn from mistakes and failures in your team?

Encouraging self-awareness enables team members to reflect on their emotional responses and identify areas for improvement. Teaching self-regulation helps individuals manage emotions constructively, fostering a growth mindset that views failures as learning opportunities. Motivation is sustained by celebrating small successes and maintaining a focus on progress. Empathy promotes a supportive culture where team members understand and learn from each other's experiences. Social skills facilitate effective communication and collaborative problem-solving.

Os erros da equipe devem ser utilizados como ferramentas de aprendizado e você, como líder, deve ter em vista: 1 - a causa que leva sua equipe ao erro 2 - entender que a??es podem ser tomadas para corre??o 3 - comunicar-se de forma efetiva com a equipe 4 - monitorar melhorias E, acima de tudo, é importante ter em vista que o líder precisa conduzir essa quest?o sem levar a falha da equipe para o pessoal e sem gerar exposi??o.

Learning from mistakes starts with candidly identifying what went awry and why, demanding honesty, curiosity, and empathy. Honesty extends to acknowledging outcomes, actions, and expectations to yourself and your team. Curiosity involves delving into factors contributing to the mistake, seeking ways to prevent or minimize recurrence. Empathy comes into play by recognising team members' feelings, perspectives, and contributions. Employing Emotional Intelligence (EI) aids in pinpointing root causes, sidestepping blame, defensiveness, or denial. Instead, the focus shifts to constructive solutions and valuable learning opportunities.

Self-awareness: Reflect on one's own reactions and contributions to identify potential errors. Empathy: Understand the perspectives of team members, promoting a learning environment that addresses the underlying root causes of errors.

Self Reflection helps to identify the root cause with a purpose. When one does a mistake the emotions like Regret, fear, lack of confidence can trigger. the moment we get hijacked with those triggers we might overlook the mistake. by developing self awareness & involving teams to do retrospective can really get in to the root cause of the mistake

The second step in learning from mistakes involves effective communication within your team, demanding clarity, respect, and openness. Clearly articulate goals, expectations, and feedback. Show respect by appreciating the strengths, weaknesses, and diversity of team members. Be open to listening, learning, and collaborating. Employing Emotional Intelligence (EI) in communication helps steer clear of confusion, conflict, and isolation, fostering trust, alignment, and engagement instead.

My tip for effective communication is: focus on the words you say OVER the message. Often, our message is so clear in our head that we don't *actually* verbalize it. Consider the difference between "Are you cooking soon?" and "I'm starving, can you cook soon?" – both appear to ask the same thing, yet one communicates the full message, that the person would like food prepared sooner. While the first question *implies* this fact, it leaves room for misinterpretation and can lead to an ineffective or confusing conversation. Thus, try getting into the habit of listening to your words from a third perspective. As you speak, attempt to identify whether you're verbalizing the entire picture, or if you're leaving crucial details up to imagination!

La comunicación es clave para aprender de los errores y fracasos de tu equipo, ya que te permite expresar tus sentimientos, escuchar las opiniones de los demás, dar y recibir feedback constructivo y resolver conflictos de forma pacífica. Para comunicarte de manera efectiva, es importante que utilices un lenguaje claro, respetuoso y asertivo, que evites las críticas destructivas y los juicios de valor, que reconozcas tus propios errores y los de los demás, que muestres empatía y comprensión, y que busques soluciones conjuntas.

Esto implica establecer canales de comunicación abiertos y transparentes, donde los miembros se sientan cómodos compartiendo sus experiencias sin temor a juicios. La expresión clara de ideas y sentimientos es fundamental para comprender a fondo las causas de los errores. Además, la escucha activa juega un papel crucial; estar receptivo a las perspectivas de los demás fomenta un ambiente de colaboración y aprendizaje mutuo. La elección de palabras y tono también es relevante, ya que una comunicación respetuosa promueve una reflexión constructiva sobre los fallos. En resumen, la comunicación efectiva crea un espacio propicio para aprender de los errores y fortalecer el equipo.

When we succeed we generally communicate differently than one fails at the attempt. again our emotions really develop non clarity on the subject matter & lead non miscommunication and misunderstanding. people are so different & the way we communicate need to adjusted according to the team dynamics. your clarity on communication can help you not only to get the things right, it will help you develop better relationship.

El tercer paso para aprender de los errores y fracasos es la capacidad de adaptarse e innovar. Implica cultivar la flexibilidad, la creatividad y la resiliencia en el equipo. La adaptación significa ajustar estrategias y enfoques en función de las lecciones aprendidas, permitiendo una respuesta ágil a los desafíos. La innovación entra en juego al fomentar nuevas ideas y enfoques para evitar errores similares en el futuro. La resiliencia, por su parte, impulsa al equipo a recuperarse rápidamente de los contratiempos y a mantener una mentalidad positiva hacia la mejora continua. En conjunto, la adaptación e innovación son elementos clave para transformar los errores en oportunidades de crecimiento y avance.

Los errores y fracasos de tu equipo son una oportunidad para adaptarte a los cambios y buscar nuevas formas de hacer las cosas. Para ello, es necesario que adoptes una mentalidad de crecimiento, que te permita ver los desafíos como una forma de aprender y mejorar, y no como una amenaza o un límite. También es importante que fomentes la creatividad y la innovación, que te permitan generar ideas originales y diferentes, que pruebes distintas alternativas y que aprendas de los resultados.

Emotional Flexibility: Adapt emotionally to challenges, allowing the team to explore innovative solutions. Creation of an Innovative Environment: Cultivate a culture that values continuous learning from mistakes, encouraging innovation as a response to past experiences.

A great EQ marker to use here is the tool of flexibility. Flexibility is all about adapting your mindset, emotions and behaviour to your changing context and environment. People who tend to have low levels of flexibility are likely to be in denial of their mistakes, feel great discomfort and pride in admitting their mistakes and thus not willing to change. People who are higher on flexibility are more inclined to accept what happened, process the emotions and try a different approach. So use people with higher levels of flexibility as your role models, change agents and ambassadors to help - not judge - those who have lower levels of flexibility.

A great framework to use is the growth mindset model developed by mindset expert Caroline Dweck. When we learn from our mistakes, it requires developing new skills to reduce the challenges we face in solving the problems. This can come with quite the discomfort if you don't understand and accept how emotions play a role. Than negative emotions will function as a barrier for growth, rather than a compass for flexibility, creativity and innovation.

I recently heard professor Amy Edmondson talking about celebrating failure, and she provided a great example in the context of clinical trials from pharmaceutical companies. Those teams in charge of the trials are on a mission, most times to find the cure to a terrible disease, and so when they fail, it can be really frustrating, but they do celebrate three things: 1) The commitment and efforts from the team. 2)The fact that they were able to gather new data they didn't have before, and this will inform the next trial. 3) The importance of knowing about the failure in a timely manner, which will save time and prevent the team from making a similar mistake in the future. Nobody enjoys failure, but we need to embrace it and learn from it.

Cultivate Emotional Resilience: Encourage a positive approach to mistakes, highlighting the opportunity for learning. Constructive Recognition: Celebrate the team's efforts, acknowledging individual and collective contributions, creating an environment that values continuous improvement.

El cuarto paso para aprender de los errores y fracasos es la celebración y aprecio. Esto implica cultivar una mentalidad positiva, practicar la gratitud y reconocer los esfuerzos. Al celebrar los logros, incluso los peque?os avances después de un error, se refuerza la motivación del equipo. La gratitud juega un papel crucial al reconocer el aprendizaje derivado de los fracasos y valorar el esfuerzo invertido. Asimismo, el reconocimiento de los intentos constructivos fomenta un ambiente de aprecio y estimula la confianza en el equipo. En conjunto, la celebración y aprecio contribuyen a un ciclo de aprendizaje continuo, donde los errores se convierten en oportunidades para el crecimiento y la mejora.

Especially in the cyber security industry, making mistakes can be catastrophic and lead to data breaches. However, when the mistake is caught early, often the problem remains a problem that is easily solved, and not an emergency that now requires a whole company approach to manage. When you celebrate people reporting their IT mistakes early on, and appreciate them for their courage, what will you create? More people who feel psychological safety to report incidents early on, to maintain a safe and secure way of working in the digital age.

This is an important part of building a psychological safe environment because the negative emotions of 'feeling embarrassed' and the positive emotions of 'celebrating progress' are often perceived as mutually exclusive. Which creates an internal conflict also known as cognitive dissonance, when two or more opposing beliefs are creating emotional conflict within us. Changing our perception first, and understanding that it is OK to feel negative emotions when making a mistake and it is also OK to celebrate the lessons learned and the progress made.

Studies suggest that gaining perspective on negative experiences, a concept known as "self-distancing", can be incredibly helpful for healthy reflection. In a team setting, this can involve a shift in language—opting for "them" instead of "I"—allowing us to imagine the experience from a distance, beyond our own viewpoint. This more distanced perspective has the potential to effectively reduce anger, disappointment, and other negative emotions.

I think leveraging "Reflect&Improve” is instrumental in cultivating a learning culture within teams. It involves championing self-awareness among the team, encouraging them to introspect on their emotional responses to setbacks. When leaders create a supportive environment where individuals feel safe, they can foster open communication about mistakes. Collaboration is crucial when analysing of the root cause & identifying areas for development. Creating a growth mindset & resilience within the team by fostering feedback session and reflections is essential, reframing mistakes as valuable learning opportunities. It is important to maintain a organizational culture where insights from failures contribute to sustained growth & success.

La reflexión es el proceso de analizar los errores y fracasos de tu equipo, para extraer las lecciones aprendidas y aplicarlas en el futuro. Para reflexionar y mejorar, es necesario que establezcas un espacio y un tiempo para hacerlo, que identifiques las causas y las consecuencias de los errores y fracasos, que evalúes lo que hiciste bien y lo que puedes mejorar, que establezcas objetivos y planes de acción, y que celebres los logros y los avances.

Modelar e inspirar con inteligencia emocional para aprender de los errores y fracasos se alinea con el liderazgo transformacional. El líder muestra al equipo que los contratiempos no son obstáculos insuperables, sino desafíos que ofrecen oportunidades para aprender y crecer. Transformar la percepción de los errores en desafíos estimula la resiliencia y la mentalidad positiva, elementos cruciales para superar adversidades y fomentar un entorno donde el aprendizaje continuo se integra en la cultura organizacional.

EI is your ability to manage your emotions so recognizing that’s failures and set backs happen. Then to work through them by using your self awareness what do you feel, what are you sensing about yourself, then how can you use your expression to articulate those feelings either to a partner or team to work through what happens next or what needs to be differently or even what was learnt.. understanding your emotions, and working through them are the way to leverage you EI for life’s challenges.

Remember that change happens to us, and disruption happens within us. When we make mistakes, or when we experience failure, we are dealing with emotions of shame, guilt and regret. These can be quite intense for some, and if you don't manage and hold space for the emotional impact people experience than you are only going to create a toxic dynamic within your team. When we fail to address or manage our emotions, even if our behaviours have positive intent, the actual behavior can be quite the opposite. Creating psychological safet for emotional well-being is essential, especially when you adopt a growth mindset culture.

- Foster self-awareness: Encourage reflection on actions and emotions during setbacks. - Promote open communication: Create a safe space for discussing mistakes without judgment. - Establish a feedback culture: Regularly analyze failures constructively for improvement. - Develop emotional regulation: Help manage emotions associated with failures, promoting resilience. - Cultivate a learning mindset: Value mistakes as opportunities for growth and continuous learning. - Encourage adaptability: Emphasize flexible approaches based on lessons learned from past failures.

La inteligencia emocional (IE) puede desempe?ar un papel crucial en aprender de los errores y fracasos del equipo. En primer lugar, fomenta un entorno de apertura y confianza donde los miembros se sienten cómodos compartiendo sus experiencias. La IE permite a los líderes y miembros del equipo reconocer y gestionar sus emociones ante los errores, evitando reacciones impulsivas o culpas. Practicar la empatía ayuda a comprender las perspectivas de los demás y a abordar los errores desde una perspectiva constructiva. La IE también facilita la autoreflexión, permitiendo a cada miembro evaluar cómo sus emociones influyeron en las decisiones y acciones.