Veja como você pode promover uma mentalidade de crescimento nos membros da sua equipe quando eles enfrentam falhas.

Na minha jornada como supervisor, sempre foi importante demonstrar para a equipe que erros acontecem e devemos aprender a mitigá-los, são experiências que devemos guardar como exemplos para que possamos prevenir erros futuros.

It's imperative to create a safe environment for your team to fail, learn, and improve while fostering a collaborative mindset.

1. Listen to them and they will listen to others. 2. Throw them into the sea but also give them access to a life jacket. 3. Tell them, its ok to be wrong but it is not ok to be rude. 4. Challenge and push. The farther they go, the better they become. 5. Learn to take decisions. A bad decision can be corrected but not taking any decision usually ends up in regret.

Life has many many doors. A failure is that second chance. To reflect on what your strategy was or could be and how to action it. With a potential new outcome. Nothing is ever final. So failures really are overrated.

Establish Clear Objectives: Work with your team to set clear and challenging goals that push their capabilities while remaining attainable. This ensures everyone has a sense of direction and purpose. Focus on Learning Opportunities: When setbacks occur, encourage the team to view these challenges as valuable learning experiences. This helps shift their perspective from frustration to growth. Motivate Perseverance: By emphasizing the learning gained from obstacles, you can inspire your team to persist and find ways to overcome their limitations.

“Fail Forward” Acceptance of poor performance, team or individual contributor, is a learned behavior. History is doomed to repeat itself, without tackling the core issues. If you’re a leader, own it, if you’re a team member speak up, loudly. -We cannot fix what we brush under the rug 💡

In a high performance environment, embed a culture of continuous improvement to accelerate L&D uptake, real world application and solution-oriented approach to challenges and uncertainty. Communicate, communicate and communicate, and model accountability, drive and resilience where inertia, resistance and cultural biases may persist.

Ter objetivos dentro de um sistema corporativo e direcionar a equipe para o mesmo traz resultados extraordinários, a equipe precisa estar bem a vontade, ser participativa, apresentar idéias que corroboram para o objetivo, cada membro da equipe participando com sua idéia, e como uma grande construção sendo erguida passo a passo com bons alicerces em uma base sólida.

Encourage team members to envision the goal we are working to achieve, and to focus on it. To assure them that even though we may encounter failures along the way, we will get through and overcome them.

Giving feedback is important for growth. Provide regular, specific feedback that highlights effort and strategies, not just natural talent. This helps your team understand that success comes from hard work and learning. Mix criticism with praise for progress to encourage your team to keep improving, even when things are tough.

Every person is responsible to make mistakes in his career path and as we mentor them we have the power to deploy them to know and help them in failure. Encouragement starts from observing people practices and learning from them, A great mentor is someone who walks in the dark side of a team and lights up a new beginning.

Always focus on the positive aspects of a person's personality. Remind them of their strengths and the wisdom they have acquired through their experiences. Each lesson learned makes them stronger.

Como supervisor, acredito ser mais construtivo um feedback espontâneo, sem hora marcada, durante sua rotina de trabalho. Os colaboradores sentem-se mais motivados durante o seu dia-a-dia.

Once I had to give feedback to one of my team members, a cabin crew who was excellent at engaging with passengers but lacked attention to details during the service. I started our discussion by emphasizing on his strengths and how he creates a welcoming atmosphere on board, then I had to address the issue, providing him with specifics about what he overlooked and offered him the steps on how this could have been avoided. On the next sector, The crew performed exceptionally and he turned his weakness into a strength. I do believe that a balanced feedback is very important because it acknowledges hard work and efforts while providing clear guidance for improvement, fostering motivation and growth.

Sharing is learning. Knowledge comes success and failures from applying your skill set with growing confidence. Skills do not improve by staying on the same path - challenge yourself.

In order to encourage growth as a leader you need to understand the strengths and weaknesses of each person on your team. Obviously through observation but also through structured one on ones that the individual has a chance to highlight what they think are their own weaknesses. At this point you can tailor their development and assign them to work with others that’s strengths are their weaknesses. Assign work to the individuals that is outside of their comfort zone. They won’t grow or learn if they are not challenged. Recognizing the growth is also important. Stay true to their development plan and set realistic measurable goals. Next thing they know their growth is shared to grow others. Win Win!!

The best way to learn is to write! As I like to say - WRITE TO INVITE. When we take the time to document we are letting our brains know that information is something we really want to grasp and retain.

Mostre o caminho, mostre o poder de crescimento profissional do aprendizado e um certo alguém com vontade de crescer na vida certamente vai abraçar a causa!

La resiliencia que muéstra el lider de seguro inspira al equipo y este adopta una mentalidad comprometida para superar los problemas desde la base de un crecimiento profesional. Debemos apoyar y valorar la entrega del equipo al momento de enfrentar con determinación y persistencia las dificultades que se les presentan en el camino.

In my recent experience resilience is one of the most telling character traits a leader should have. It is easy to lead when the going is good, but it is a very different story when the chips are down. This is when all team members look for honest and trustworthy leadership to believe in. When there is fear and panic and the leader lacks resilience an organisation and team can only fail.

La resiliencia es una habilidad que un líder debe de fomentar en desarrollar, y que mejor que con el ejemplo, el cual se demuestra con la perseverancia, arrojo, aptitud y sobre todo la actitud. El ejemplo es la mejor enseñanza que se puede dar.

Como líder, é fundamental estabelecer uma postura positiva em relação ao fracasso, pois isso influenciará diretamente o ambiente de trabalho e a mentalidade da equipe. Ao ser transparente sobre suas próprias experiências de superação e crescimento, você inspira sua equipe a adotar uma mentalidade semelhante. Ao ver você enfrentando os contratempos com determinação e comprometimento com o desenvolvimento pessoal e profissional, os membros da equipe se sentirão encorajados a fazer o mesmo. Isso cria um ambiente de trabalho onde o erro é encarado como uma oportunidade de aprendizado e crescimento, fortalecendo a resiliência e a colaboração dentro do time.

More than any other quality in my life, I believe that resilience is where I’ve been tested the most. I am not always successful at being resilient but over the years I have gotten better at it. I think we often want to run from something difficult when we have made the big mistake that created that difficulty. It takes true grit to hang in there and fix the issue. My personal motto has always been to try and leave things better than I found them. So even if I have made a big mistake, it is my goal to fix it and leave things better than before and if at that point I still feel I should move on, then sometimes that is for the best.

I have found that in a group environment openly celebrating and congratulating team members on success and growth has had a huge impact on their willingness to actively participate and grow. I have seen how previous inactive team members have stepped up to volunteer for difficult tasks because they have been celebrated and congratulated on achieving minor tasks and the associated growth. Our team has grown in strength and resilience because we openly and often celebrate growth and achievement.

Celebrating growth, no matter how small, has a profound impact on developing a growth mindset. I make it a habit to recognize and celebrate individual and team achievements regularly. Whether it's through formal recognition programs or informal acknowledgments, celebrating progress reinforces the idea that effort and perseverance lead to success. This practice not only boosts morale but also instills a sense of pride and motivation to continue striving for excellence, even in the face of obstacles.

Having a balanced view about team performance is important - facing reality but also knowing what to praise or celebrate. Typically, when we only call out points for improvement and advise what MUST be done, it has the tendency to elicit negative emotions that trigger the survival mode (and at worse is fight or flight). As if there is a whip to keep the team members in line. Yikes, that can be counterintuitive especially if the goal is creativity and sustainability. By celebrating growth, this elicits positive emotions and helps keep stress within productive levels. In that way, we enter thrive mode which is a better baseline for learning and improving performance especially after a failure.

Failure is an inevitable part of any learning process. Embracing failure as an opportunity for growth is crucial for cultivating a growth mindset culture. Encouraging team members to learn from their failures can help them develop resilience and adaptability, which are essential skills for success in any field. Celebrating progress and learning from failure can significantly boost morale and reinforce the growth mindset culture. This can lead to increased motivation, engagement, and collaboration among team members, ultimately contributing to a more productive and innovative team.

Celebration of your supervisees is one of the most underrated activities of being a supervisor. People need to feel seen and affirmed and sometimes that means positively calling out their successes or achievements.

I have found that being deliberately consistent in an approach toward growth and the mindset change from a closed and fearful place is very rewarding. We all experience fear and fall into a closed and self-protection mindset. The best thing we can do is to be ever mindful and to recognise when we are in a closed mindset cycle and then deliberately work on getting ourselves out of it into growth.

Always lead with empathy when discussing issues with your team. This will allow a soft startup to those difficult conversations that need to happen. Without this, it can become a one way conversation.

I have learned and found that being intentional on your engagements with people can be a bridge in the right direction toward building trustworthy relationships.

Socializar las metas a todo el equipo como: directorio/ejecutivos, administrativos, entre otros, a tal punto que el personal de limpieza o el guardia de seguridad sepan que funciones debe realizar para alcanzar las metas y objetivos del organismo.

As a leader of personnel and trainer of new guys to crews, you train your guys to be the best and do it the right way. Then one day, when upper management takes one of your guys away to lead their own crews, or take a lead position, or anything like that, it's a badge of honor to know you helped that person better themselves which in turn helps better everyone around.