Was tun Sie, wenn Ihr pädagogischer Führungsansatz zu Misserfolgen und Fehlern führt?

Es importante no dar una connotación negativa al fracaso y reconocerla como un factor que brinda experiencia y que permite llegar a alcanzar los objetivos propuestos. Para lograr esto es necesario trabajar en nuestra inteligencia emocional y a su vez evaluar lo que hemos hecho e identificar las áreas de oportunidad para que al realizar un nuevo esfuerzo, contemos con un proceso más sólido que nos permita alcanzar el éxito.

This was one of the first leadership lessons I learned, and I needed to because I had never seen it modeled. It occurred to me that if a mistake rose to the level of a step of accountability/corrective action the first component was to do a review to determine the cause and the second was to outline how it would be fixed. Instead of waiting for that shoe to drop I always own a mistake and outline how I will correct it well before any official oversight is needed. By owning minor errors, the big ones never happen. Additionally, it builds trust and respect with those around you, we are all human in fact!

When faced with failure and mistakes in educational leadership, acknowledge responsibility, analyze root causes, learn from the experience, communicate openly with stakeholders, adapt your approach, provide support to affected team members, reflect on your practices, and use the experience as an opportunity for growth and improvement. By embracing these steps, you can navigate challenges effectively and strengthen your leadership skills. Acknowledging failure is the crucial first step in addressing and learning from it. It involves accepting responsibility without making excuses or blaming others. This transparency fosters trust and accountability within the team and sets the stage for constructive reflection and improvement.

Como docentes debemos tener claro que este es un elemento intrínseco en lo todos los procesos educativos y de gestión. Lo importantes es establecer herramientas de evaluación que nos ayuden a determinar cuales factores fueron determinantes para la no consecución de los objetivos propuestos. Posteriores a eso, es necesario consultar a todas las `partes involucradas en el proceso para poder establecer una ruta de mejora en aquellas áreas en donde no se logren alcanzar las metas que se establecieron en el proyecto. Sobre el termino fracaso este ayuda en muy poco a la gestión del talento humano; es mejor utilizar un lenguaje más propositivo, orientado a promover la responsabilidad personal y colectiva.

It is fine to have an idea failed as failure or mistakes has many a times been followed by a better idea and extraordinary results. So step one is analysing the cause. Apply a technique to get a systematic view of the cause. There would be innumerable causes for a failure. It is important to analyse the most impactful factor of failure. Once we have that brainstorm around possible best solutions and take needful next steps.

After acknowledging failure, it's essential to analyze its causes comprehensively. This involves examining various factors that contributed to the failure, such as inadequate planning, communication gaps, resource limitations, or decision-making errors. By conducting a thorough analysis, leaders can identify root causes and underlying issues to address effectively and prevent similar failures in the future.

Seeking feedback and support is crucial after experiencing failure. Leaders should actively solicit input from team members, mentors, or other stakeholders to gain different perspectives and insights into the situation. This feedback can help leaders understand the impact of their actions, identify blind spots, and uncover potential solutions. Additionally, seeking support from colleagues, mentors, or professional networks can provide guidance, encouragement, and valuable resources to navigate through challenges and learn from failure effectively.

Implementing changes is vital after experiencing failure. Based on the analysis of causes and feedback received, leaders should develop and execute action plans to address the underlying issues and prevent similar failures in the future. This may involve revising processes, improving communication channels, providing additional training or resources, or adjusting leadership approaches. By proactively implementing changes, leaders demonstrate their commitment to learning from failure and continuously improving their practices.

How about celebrating failure?! I know, this seems counterintuitive, but if we can create a work culture that values failures (just as much as success) for what it can teach us, then we gain safe spaces for staff to think creatively. Consistent failure and not learning from mistakes is different. These are patterns that are harmful and should be addressed quickly, with confidence, and kindness. Building failure into a project (i.e. iterativeness) is crucial to achieving breakthroughs, discoveries, and a cohesive sense of community. Fear may get results, but are these the results we truly are looking for?

Celebrating successes, even amidst failure, is essential for maintaining morale and motivation within the team. While it's important to acknowledge and learn from failures, recognizing and celebrating achievements, no matter how small, helps foster a positive work environment and reinforces a culture of resilience and growth. By celebrating successes, leaders can boost team morale, build confidence, and inspire continued effort and innovation, ultimately contributing to long-term success and organizational resilience.

I have seen young students who do not yet have all of the strategies to manage stress they need over react to needing to learn new information or a new skill. I have seen adults near them kindly explain that school is for learning! If they knew everything they wouldn't need to come to school. Then the same adults will complain about a new initiative, curriculum, schedule etc. Life is about learning. It is thrilling to end the day knowing that you learned something. When a new topic/skill is introduced for me the growth mindset is fixed when I think about that moment at the end of the day where I will know I because better somehow. *This does not mean the new topic/skill is what I learned, it might have been how to navigate related skills*

Embracing a growth mindset is crucial after experiencing failure. Instead of viewing failure as a setback, leaders should see it as an opportunity for growth and learning. By adopting a growth mindset, leaders believe that their abilities and intelligence can be developed through dedication and hard work, rather than being fixed traits. This mindset encourages resilience, persistence, and a willingness to take risks, ultimately leading to greater personal and professional development. Leaders with a growth mindset are more likely to bounce back from failure, adapt to challenges, and ultimately achieve success in their endeavors.

Se sua abordagem de liderança educacional levar ao fracasso e aos erros, é crucial lidar com a situação de forma honesta, transparente e responsável.

After failure, leaders should cultivate resilience, foster a supportive environment, prioritize continuous learning, stay focused on long-term goals, and lead by example. By embracing these factors, they can navigate setbacks effectively, maintain team morale, and drive ongoing success.