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From Dr. Gabriele Cerwinka (More) • Gabrielle Schranz (More) • Last updated on October 27.05.2022, XNUMX • First published on 08.10.2014/XNUMX/XNUMX • So far 8497 readers, 1395 social media shares Likes & Reviews (5 / 5) • Read & write comments
Many Companys still have some catching up to do in terms of error culture and values. 8 To Do's that a company should take to heart on the path to a positive error culture.
Quite a few companies want to go the way of a more positive culture of error, but do not know where to start.
These are the guidelines for our instructions. Please consider the following points as a kind of checklist to determine what areas of your company still need to catch up.
The Debt is not that an error occurs, but above all in not having reported it or not having prevented it by taking action in good time.
Error culture affects everyone, everyone is challenged, everyone is vigilant and takes responsibility. So the company educates mature Employees, for whom entrepreneurial thinking, questioning of habitual processes and alert action become a matter of course.
If errors are recognized in good time, they can usually be "defused" in less time. If an error has occurred, time-consuming and mostly fruitless discussions are eliminated, because the further procedure is standardized.
As long as the question of guilt is being discussed, nothing can be done Solutions be searched. Valuable time is wasted. Research into the causes remains important and necessary, but the time-consuming search for culprits is no longer necessary.
The time required to design your own defense strategy is also eliminated. A culture of error also prevents the time-consuming “security documentation”:
Employees spend a lot of time doing all the stages, intermediate versions and steps to document, to collect vast amounts of file notes, notes and receipts, all of which are intended to inflate the filing and contribute to later security. One efficient Error culture thus saves time for documentation and filing and thus enormous Costs.
Dealing with mistakes in a more positive way can only be carried out step by step in companies. Checklists and to-do lists like this one can help implement the right values step by step.
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Dr. Gabriele Cerwinka is a partner at Schranz and Cerwinka OEG and has many years of professional experience as a board secretary. After studying vocational education and communication sciences as well as international human resource management / organizational development, she has been a freelance consultant and coach for personality development, communication and office management since 1993. She is also a specialist book author and university lecturer. All texts from Dr. Gabriele Cerwinka.
Gabriele Schranz is a partner in Schranz and Cerwinka OEG; Vienna - Zurich. After studying business administration in Vienna, she worked in management at the Berlitz language school in Vienna. Since 1993 she has been an independent trainer and consultant for communication, professional appearance, process optimization and personal development. She mainly oversees projects in the service, doctor and assistant areas as well as communication in hospitals. She also works as a university lecturer and has already written numerous specialist books on the subject of office management and professional communication. All texts by Gabriele Schranz.
[...] Error culture in companies - Part 3: Values checklist 9-16 [...]
Error culture in companies - Part 3: Values checklist 9-16: Here are another 10 points about our ... #Profession #Education
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