Please don't fail! 10 tips to avoid mistakes

However, error culture does not mean that mistakes should be made at all costs - the first priority is to avoid mistakes. What does that mean for the values ​​in the corporate culture? The conclusion of our value check:

Failure culture does not mean promoting mistakes

When we come across a culture of error, we often encounter a fear: that whoever is in Companys allows or promotes, so that automatically promotes errors.

But that's not the case Sinn included. Instead, it's still about avoiding mistakes as much as possible - but by working together Things to Learn im Team, not by punishment and Control. The following 10 tips will tell you how best to do this.

Learning at all levels

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Permanent learning processes at all levels are the result. All new findings are immediately incorporated into new training content. This continuous analysis process is also important and future-proof, particularly for successful companies.

In the past, some successful companies have proven how fast it can go from being a high-flyer to a loser without constant self-reflection.

Clear game rules

An positive creates a culture of error klare Rules of the game for everyone. They apply to everyone, regardless of their level of education and hierarchical level, and prevent them from doing so arbitrariness and acting differently in different departments.

They thus create transparency and uniformity throughout the company. All have access to the results of the internal error analysis.

10 error prevention tips

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1. Reward: In spite of everything, mindful action and the avoidance of mistakes are paramount. Mistakes are not made conscious in order to have a "learning source" more. Making mistakes is not forced. Because not the error, but the disclosure of errors including suggestions for improvement is rewarded.
2. All in one boat: There are no fronts and cliques when it comes to detecting and preventing mistakes. Everyone involved, regardless of their position, meets as a partner and not as an opponent in root cause research. Nobody falls in the back of another. All are included equally.
3. Leadership: Executives are role models in dealing with mistakes. They remember and maintain the norms and values ​​listed here. They live these values ​​and never act contrary.
4. Individual responsibility: Cohesion and the support of superiors are crucial, but they do not release the individual employee from their own responsibility. Everyone takes their responsibility at the
   Avoiding errors and making suggestions for improvement.
5. Documentation: Knowing how it came to the mistake, what exactly happened and what is being done to avoid the mistake in the future, is considered a valuable resource. Errors are therefore documented and thus represent an important part of the knowledge management of a company.
6. Objectives are made transparent: Also the goals of the error documentation are clearly communicated. It communicates why it is important for everyone not only to be open about mistakes, but also to help with the documentation - and thus with the anchoring in the general corporate memory. It is about shared experience rather than individual punishment as a goal.
7. Permanent training: The findings from the error analysis flow continuously into the training process. The content is constantly adapted in workshops and other internal training measures; the error culture is therefore also part of the training culture in the company. This also makes everyone aware of the importance of “lifelong” learning.
8. The view over the horizon: Creativity and visionary thinking are promoted and valued positively. Those who are not afraid of failure also dare to go new ways. Only a fearless climate enables the development of new, creative approaches - even if they seem so absurd and fantastic at first.
9. Learning to live with the consequences of error culture: Of course, this culture of mistakes, anchored in the value system of a company, leads to constant, albeit often small, changes.
10. The end of control addiction: For many, this steady letting go of the familiar makes it difficult to get involved-in-new. But together and with the support of leadership and ongoing motivation, the new approach to change succeeds. Anyone who understands changes and can understand new measures will slowly change his perspective. The goal is for all employees to perceive changes predominantly positively.

Conclusion

Anyone who promotes a positive error culture does not necessarily ensure more errors. Much more it promotes joint learning, which ultimately leads to greater avoidance of mistakes. And it should always be Objective be the thing!

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