Friday
Oct012010
Happy to fail
Friday, October 1, 2010 at 9:00AM
We all want to be better persons, better means learning and learning implies that there has been a failure. Thus, logically, we can't be better persons unless we fail and learn from the failures. That's why I'm happy to fail.
Photo mikebaird Flickr CC
There is a definite need to look for situations where we can fail, analyze the situation and come back with a new solution. Preferably a fail in a situation where the consequences will not kill you, but still make a sufficient impression to motivate our change. I like the picture of the little boy going out to sea with his father, the waves will be impressive, there might be some tears, but he can be secure that his father will not put him is excessive danger.
Nick Temple at the School for Social entrepreneurs writes that:
"- couple of interesting questions; one that doesn't get asked (what is your expected failure rate?) and one that was difficult to answer (what is the motivation for individuals to take risks and to admit failures?)"
Since I'm convinced that an organization must develop through learning as a group, I have fought a lot with the question of how to make individuals fail, or rather how to create environments where people dare to fail. The latin phrase attributed to Virgil - "per aspera ad astra", through adversity to the stars, both inspires me to action and awe.
I remain to find a satisfying answer to the dichotomy of creating a safe environment in which to fail, while at the same time having the failure hurt enough to ensure change. It is a work in process. Where I'm at today is that if the company culture can be informal and coaching-like, people will dare to admit failures. If training is given in the tools of "continuous improvement", things like math, statistics, search skills, mind-mapping, story-telling, etc - there will be improvement projects presented.
As you know from earlier posts, I firmly believe that people are doing the best they can. If there is no learning from failure, it's because there is something blocking the process. What are your thoughts? Any tips or suggestions?
Photo mikebaird Flickr CCThere is a definite need to look for situations where we can fail, analyze the situation and come back with a new solution. Preferably a fail in a situation where the consequences will not kill you, but still make a sufficient impression to motivate our change. I like the picture of the little boy going out to sea with his father, the waves will be impressive, there might be some tears, but he can be secure that his father will not put him is excessive danger.
Nick Temple at the School for Social entrepreneurs writes that:
"- couple of interesting questions; one that doesn't get asked (what is your expected failure rate?) and one that was difficult to answer (what is the motivation for individuals to take risks and to admit failures?)"
Since I'm convinced that an organization must develop through learning as a group, I have fought a lot with the question of how to make individuals fail, or rather how to create environments where people dare to fail. The latin phrase attributed to Virgil - "per aspera ad astra", through adversity to the stars, both inspires me to action and awe.
I remain to find a satisfying answer to the dichotomy of creating a safe environment in which to fail, while at the same time having the failure hurt enough to ensure change. It is a work in process. Where I'm at today is that if the company culture can be informal and coaching-like, people will dare to admit failures. If training is given in the tools of "continuous improvement", things like math, statistics, search skills, mind-mapping, story-telling, etc - there will be improvement projects presented.
As you know from earlier posts, I firmly believe that people are doing the best they can. If there is no learning from failure, it's because there is something blocking the process. What are your thoughts? Any tips or suggestions?
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