Are we prepared to acknowledge mistakes?

Forbes Councils Andreza Araújo

In a culture that values success and perfection, acknowledging a mistake might seem like an act of weakness or incompetence. However, the reality is that everyone makes mistakes, and how we handle them defines long-term success, especially in environments where safety is crucial. A notable example of this approach can be found aboard the U.S.S. Carl Vinson, a U.S. Navy nuclear aircraft carrier, where safety culture is taken to the extreme, and mistakes are not only allowed but encouraged to be reported transparently.

On the U.S.S. Carl Vinson, a sailor was performing tasks on the ship's deck when he realized he had lost a tool. With a dozen planes in the air, the situation was critical. The sailor decided to report the loss to the Air Boss, the officer responsible for coordinating air operations. The response was immediate: All landings were suspended, planes were redirected to land bases, and a team of hundreds of people was mobilized to search every inch of the deck for the lost tool. The search was successful, and the tool was found.

What happened the next day is something few organizations can replicate. Instead of punishing the sailor for his mistake, there was a formal ceremony on the aircraft carrier's deck to commend his decision to report the lost tool. This seemingly counterintuitive stance reflects a deep understanding of the risks involved and the importance of fostering a culture where mistakes are not hidden but treated as learning opportunities and prevention of tragedies.

The importance of addressing errors

As a safety specialist with 24 years of experience, and closely monitoring global performance in terms of accident rates, I am concerned about the lack of a deeper reflection on errors. According to the National Safety Council, a workplace injury happens every seven seconds , highlighting the seriousness of the issue. We have learned how to perform our tasks, but we often think of errors in an abstract way. Errors need to be understood concretely and considered in every stage of planning so that they do not lead to unforeseen incidents that can halt production, disrupt delivery and undermine efficiency. When errors are not properly addressed and lead to disasters, the damage goes beyond production—it also affects the company’s reputation.

Therefore, it is essential that we build our planning processes around error analysis, anticipating and mitigating their impacts from the very beginning. By doing so, we not only prevent accidents but also protect operational continuity and the organization’s image.

The challenges of 'Embracing the Red' and 'Challenging the Green'

The U.S.S. Carl Vinson example highlights the importance of "embracing the red" and "challenging the green." "Embracing the red" means openly acknowledging problems, failures and areas where performance falls short of expectations, rather than hiding or downplaying them. On the other hand, "challenging the green" involves questioning areas that seem to be performing well but may hide latent issues. Both approaches aim to create a trusting and transparent atmosphere where failures can be openly discussed without fear of repercussions.

However, building this atmosphere of trust is no easy task. It requires a continuous effort to break down cultural barriers that associate mistakes with punishment or shame. In many organizations, there is implicit pressure to maintain appearances, report only good news and avoid highlighting problems that could compromise someone's reputation or career. This culture of "forced green" is one of the greatest enemies of safety and sustainable success.

Building a culture of trust

Creating a culture where mistakes are recognized and treated seriously, without punishment, demands exemplary leadership. Leaders must be the first to demonstrate that they are willing to admit their own failures and encourage their subordinates to do the same. This involves establishing continuous feedback systems where communication is clear, and the focus should always be on solving and preventing future mistakes, rather than finding someone to blame.

The ceremony on the U.S.S. Carl Vinson to commend the sailor who reported the lost tool is a powerful example of how an organization can recognize the importance of mistakes and turn them into learning opportunities. It exemplifies leadership that understands safety is a collective responsibility and that every team member plays a crucial role in preventing incidents.

However, this approach requires a profound change in mindset. We need to recognize that mistakes are part of human nature and that, rather than trying to eliminate them completely, we must create environments where they can be identified, discussed and effectively corrected. Ultimately, the true strength of an organization lies not in avoiding mistakes at all costs, but in its ability to learn from them and continuously improve.

Making recognition part of company culture

Leaders who want to build a culture of trust must adopt a posture of transparency and accountability, showing that mistakes are opportunities for learning, not punishment. By acknowledging their own failures, leaders create a safe and constructive environment, encouraging the team to do the same. This can strengthen trust and foster more open feedback, which is essential for collective growth and preventing future errors.

During my last visit to Japan in 2023, I observed that the practice of continuous improvement by employees is key to increasing their sense of usefulness and engagement. When people feel their contributions are valued and positively impact the whole, they become more proactive. However, it’s concerning when the team remains reactive, only delivering the bare minimum without seeking improvements. This may signal a lack of trust or motivation, something leaders need to address urgently.

An effective way to enhance engagement and trust is through regular one-on-one conversations between leaders and their team members. These interactions should go beyond aligning expectations and include sharing personal stories, lessons learned and challenges. By fostering this open and authentic dialogue, the leader not only gets to know their team better but also builds mutual trust that inspires greater proactivity and commitment.

In a world where complexity and risks are constantly increasing, the ability to recognize and embrace mistakes is one of the most valuable skills an organization can develop. The U.S.S. Carl Vinson example shows us that with the right attitude, even the most dangerous mistakes can be turned into catalysts for success and safety. After all, mistakes should never be hidden. Never.

Article published in Forbes

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