Dealing with mistakes in team & corporate culture [2 checklist]

Actually made mistakes pose for that Teamin which the mistake happened is a burden. To avoid this, certain conditions should be met.

gain trust

To a lasting error culture change in the Companys Achieving both top-down and bottom-up actions is required.

A careless relapse into old patterns of blaming and punishing what is not intentional or culpable Behavior solves a serious crisis of confidence in the new among the employees System .

The behavior of the company is characterized by an anchoring of error culture. Therefore, you should pay attention to the following points.

What should you pay attention to?

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• Mindfulness in the selection and integration of staff: New employees are to be deliberately familiarized with company culture and act from the very first moment in the sense of the agreed game rules.
• Creating redundancy where it is necessary and possible: Whoever activates a second level of security avoids many mistakes. Similar to a copilot, there is the possibility that even a lower-ranking employee acts as a controlling body and in an emergency the best opinion counts, no matter who expresses it. A second fallback level as an additional level of security serves to avoid errors, especially in the high-risk area such as aviation or medicine.
• Regular self-critical questioning of your own decisions: Only a self-reflective leadership is capable of constantly improving. If only the processes change, but not the management behavior is adjusted, the improvement is hardly sustainable and will fail in the long run.
• A top-down view does not release the employee from personal responsibility in dealing with errors and assuming responsibility. If employees only get a culture of errors “prescribed” from above, there is no acceptance. And so the prospects for a more constructive handling of mistakes in the future are slim.

Debt issues produce fear

A stressful situation arises above all when error processing with Anxiety, shame or questions of guilt of the individual.

Some team members find it difficult to accept that People do not always act perfectly in professional situations, others blame themselves for a long time.

Durable stress in the team

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In fact, as well as near-misses can lead to a permanent strain on a team, if they are not consciously and employee-oriented.

In the following we have some tips for dealing with mistakes in the team from our specific
Coaching practice summarized.

Chechkliste mistake in the team

If an error occurs, the following basic rules apply to all team members:

• If you are concerned about the problem, go to the problem solving, analyze the situation and, if necessary, take responsibility for your actions or as a responsible person for the actions of the team.
• Clearly delude your own feelings from the level of content, the thing.
• In your own interest, look at the individuality of your fellow human beings, look at difficult situations due to misconduct, especially from the perspective of the subject matter.
• You always remain yourself in clarifying conversations with employees, supervisors and outsiders, which creates a trust base and usually opens the door for the active solution.
• If you make mistakes, do not get lost in discussions of the past.
  rather demand and discuss a solution for the future
  future.

When the nerves are blank

When it comes to mistakes and failures, the affectedness is often large and the nerves are bright. In such a situation it is difficult to find the right words.

However, a few reckless sentences of the supervisor from a first emotion destroy possible possible burgeoning approaches of a new handling with errors.

Communication is so important

The quality of the Communication in a company is crucial for the Success a positive error culture. We have often witnessed how ambitious projects of a conscious error culture fail in companies because the culture of discussion was not developed.

The best instruments and Strategies are of little use if this area is left out of consideration. How to die Set and conveying the content of a positive error culture - whether externally or internally - is more crucial Significance.

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