What do you do if your team members struggle to learn from failure and apply it to future projects?

L'échec est juste une étape dans le processus et en aucun cas une finalité. Il est important d'identifier les causes, de les accepter et de recommencer. On ne repart jamais à zéro mais plut?t avec une expérience et une occasion de s'améliorer. Il est essentiel de débriefer sur ce qui s'est mal passé et surtout ne pas rejeter la faute sur les collaborateurs afin de ne pas les démotiver. Prévoir et envisager de nouvelles méthodes pour redynamiser le projet.

Failure is part of success and should be considered as a natural event. It helps in identifying ways that helps in not committing the same mistake again however; it must be the duty of one and all to remain vigilant and do the checks and cross-checks to minimize the impact.

Encourage team reflection, identify lessons from failure, develop action plans, provide support, lead by example, and celebrate progress. In my experience, after a project setback, facilitating open discussions about what went wrong and brainstorming actionable improvements not only enhanced team cohesion but also led to more resilient and innovative approaches in subsequent endeavors

Si algún miembro de mi Equipo, me dice que va a intentar aprender de sus errores y aplicar esa experiencia a proyectos futuros, lo primero que hago es felicitarlo y tratar por todos los medios que no pierda ese Norte. Se podría convertir en pieza crucial para el Equipo.

As Daniel Ricciardo rightly said; "Enjoy the butterflies, the nerves, the naivety". If your team is struggling in this regard, they have lost the bigger picture and it is your job to ensure that each person knows they are bigger than whatever short-term goal they're stuck in. Allow them to embrace failure and use it to get better, there is no shame in talking about what went wrong and re-strategising accordingly.

- Root cause analysis: Using standard methodologies like "5 Whys," we dissect mistakes to ensure that root causes are addressed rather than just symptoms. - Practical lessons: Upon project completion, we extract clear and concise lessons from all mistakes made. - Knowledge capture: We document accumulated information in a shared knowledge base. This helps avoid repeating old mistakes and refine our methods.

Analizar los errores en Equipo, en un ambiente de confianza y de apoyo es fundamental para ejercer influencia positiva en la cultura organización capitalizando el fracaso como el costo del aprendizaje, donde es parte habitual del mismo y donde luego del análisis se toman las medidas y planes para no caer en los mismos actos pero de una forma grupal y no de mero control y castigo

One thing I found very useful is to brain storm within the team. Stressing out the working points in order to establish a common goal and then getting the accordance from the whole team to those exactly points.

Es importante como organización, ver el lado positivo que un error representa! Compartir y socializar de manera general con el equipo cuál es la solución o posible respuesta, estudiar que pudo hacerse mejor, más de uno podría caer en un error igual o similar. No juzgar! todos empezamos de cero. Olvidemos la idea de amenazar y reprender de todo lo malo, siempre se puede aprender y reaprender si es necesario.

Para aprender de nuestros errores, lo primero que debemos de hacer es tratar de identificarlos. Una vez conseguido, estudiar en el seno del Equipo la forma de no volver a incurrir en ellos. Todos aportan, todos se implican y es mucho más sencillo establecer objetivos claros y tratar de cumplirlos.

- Goal setting: All our goals are formulated using the SMART method. This helps articulate the desired outcome and provides a sense of direction. - Alignment with career goals: We align tasks with individual career aspirations, enhancing engagement and interest. - Feedback: We conduct regular feedback meetings necessary for tracking progress towards set goals and making corresponding adjustments to the plan.

?El fracaso te frena? ?No lo temas! Conviértelo en tu guía hacia el éxito. Los objetivos de aprendizaje son tu brújula. Define qué quieres mejorar: habilidades, procesos o conocimiento específico. Objetivos claros te marcan el camino para transformar el fracaso en aprendizaje y crecimiento. Dirección y propósito impulsan a tu equipo a superar retos. ?Aprende de los tropiezos y conquista nuevas metas! Tip: Comparte tus objetivos con el equipo. ?Juntos, el aprendizaje se multiplica! Recuerda: El fracaso es parte del camino. No te rindas, aprende de él y úsalo como impulso para alcanzar nuevas cimas.

Una vez identificado el aprendizaje, es importante definir con claridad los pasos a seguir, establecer metas y objetivos y fundamental es también celebrar los nuevos logros obtenidos destacando todo lo que se tuvo que vencer y realizar para alcanzar las metas. Valorar al Equipo es muy importante una vez definida las metas

Once at work, we should only focus on SMART goals, so that we can follow up on them. Being specific and time bound is crucial to any goal from any organization. Of course that the goals should also be measurable, should be attainable and relevant. Here enters the company's values, the company's voice and ultimately, the company's culture. Crucial.

En un Equipo, el primero que se equivoca es el jefe. Si piensa lo contrario es un ególatra y será seguro un mal gestor de su Equipo. Lo importante es que todos reconozcamos nuestros errores, con ánimo constructivo. Nos hará sentir más humanos, más vulnerables y lo más importante involucrará a todo el Equipo, para formando una pi?a, enfrentarnos a nuevos retos.

Here's the BEST SUPPORT a Leader can give for "Thriving in Failure": ?? Leading by Example ?? People will do what you do, not what you say. If a Leader wants their Team Members to - 1) Accept failures and apologize for them 2) Be open to discussing failures with others, in order to do better 3) Take accountability for the consequences of their failure 4) Commit to doing better 5) Actually follow through with their commitment >>> The Leader shouldn't just preach, they should walk the talk. I tell my Clients to practice a bit of theatrics here - Next failure incident, do all of the above, in order to *ostentatiously demonstrate* that failing is okay as long as you own up to it and get back up better than last time.

- Resources for improvement: By allocating resources to training and development, I specifically target our weaknesses. This proactive approach has significantly enhanced our skills and self-confidence. - Mentorship and support systems: I select mentors for less experienced team members to foster continuous professional and personal growth. - Psychological support: Ensuring that everyone feels safe and valued, able to freely discuss their failures and experiences, is one of my top priorities.

Desde el colegio a la universidad, nos ense?an que si cometemos un error no aprobamos y no pasas de curso ni te recibes. Por lo que hay un miedo generalizado a fallar. Es importante mostrar apoyo, acompa?ar y contar historias donde uno mismo ya se equivocó. Dar un espacio seguro, sin juzgar, para poder hablar y que la persona pueda aprender de sus errores.

Recognition is key if we want the people involved in a company's culture. Supporting your team will make it easier for everyone to work and be able to do their jobs, even if it means failing at a given moment. And above all, will let your people to continue on doing without the fear of being wrong. We should be the anchor of the team not the captain. Hopefully with the right culture, we'll have a lot of captains to take care of the ship in the most various ways.

Failure is one perspective. For me not getting to where you thought you would via the original plan is a learning opportunity. It's hard to take but where you pause, reflect, discuss/collaborate with others to replan and deep dive how this happened vs. What lessons can be learnt to not do this again. Setbacks make us, if we had a smooth journey to success we'd never learn. Just imagine how awesome the 2nd, 3rd, 10th attempt to do "the thing" could be with all that learning...! Mindset is vital. Determination is key and collaboration everything

- Collaborative problem-solving: By regularly conducting brainstorming meetings, we discuss not only current projects but also jointly analyze past failures. This method has become key in engaging our collective intelligence and fostering shared responsibility. - Cross-functional collaboration within the team: Involving various teams in these sessions allows for a multitude of perspectives, enriching our discussions and improving outcomes. - Openness and transparency: A transparent approach to our successes and failures has helped shape a culture of trust and respect, which is crucial for effective collaboration.

Leadership sets the team culture, so look at how the Team Leader approaches failure. Modelling vulnerability, honesty, recovering from mistakes and willingness to learn will prevent a culture of blaming and covering up from developing.

La colaboración es ideal para contribuir al trabajo en equipo. Las personas no solo deben contar donde fallaron, sino también como se las ingeniaron para resolver el problema. De esta manera generar un espacio para intercambiar ideas y conocimientos.

Analizar el día a día del Equipo, siempre en su seno, esto es muy importante para mí, es fundamental para detectar los problemas, los errores y los éxitos en el momento que se producen. Identificar los errores rápidamente, ayudará a que sus consecuencias sean mínimas. Identificar los éxitos en el momento y hacerlos participes con el Equipo, es un plus en su motivación.

L or M? Your team and the individuals whom make up your team are your responsibility during business hours. Their failures are yours Their growths are yours Their attitude is yours Their career and where that’s heading is yours when said employees walk into the office- they are a direct reflection of you! When you’re looking into that mirror image, there is one super important question to ask yourself… Are you a leader or a manager?