It is a simple fact in life: everyone makes mistakes. The key to growth is learning from the errors we make, so the same mistakes do not make twice. Help your employees grow by providing a supportive work environment that encourages them to learn from errors and move forward wth a new vision and perspective as a result

Accounting is a major element in this type of command philosophy. Ensure that people know what your expectation is and what they take over to connect to you and their contracts.

With this type of foundation, converting errors into learning opportunities is simple such as determining what happened and determining what can be done for an irreplaceable performance next time.

How to put it into practice

Regardless of where you can sit in the institution’s scheme, here are some ideas to use this practice for the benefit of those you lead:

For the C -level C.Make sure that your team understands their individual and group responsibilities. When people make mistakes, they call them by ensuring their admission of error (excuses do not make people better or improve their performance). Once the errors are admitted correctly, focus attention When discovering what they must do differently to avoid making the same mistake in the future.

For the middle level leader: Work with your team to discover the root cause of the mistakes they make. Determine whether the errors arise due to the gap of knowledge, the lack of skill, experience, the position of badness, lack of judgment, or anything else. Work with them to devise a way to take corrective action and learn from the experience.

For my supervisory level leaderWhen a team member is made, he seized the opportunity to recognize him and work with this person to determine the ways that can be avoided in the future. In this way, you will enhance the idea that “our goal is to learn continuously so that we can become better in what we do.”

Adopting these principles to change culture

Here are three principles to adopt them to help other leaders embrace the idea of ​​their people’s appearance:

Be a role model: Show what It appears that the emotional, respected, sick and fair driving. Indeed, by being a record holder of how to create a supportive work environment that encourages growth and learning, you raise the tape to other leaders of the organization.

Make yourself and others responsible: Provide constructive comments in time when expectations are not fulfilled. In this way, you can enhance expectations and set a level of excellence that enhances the reputation of your institution in the market.

You seek to start and lead the necessary change: Enabling and encouraging your people Take calculated risks. This is not only drives innovationBut it can be an incentive for inspiration for others with the idea of ​​change

Currently, look back at the previous work week and review those moments when I had to provide driving. Determine whether you have provided the support level your team needs to excel and what you might do differently the next time they need to lead them.

The more it reflects, the more likely to take the required steps to enhance and improve the way you put the direction and inspire change.