How can you ensure your team learns from mistakes in change management?

To ensure effective learning from mistakes in change management, foster psychological safety, conduct thorough post-implementation reviews, document and share lessons, encourage root cause analysis, implement continuous improvement practices, provide training, recognize successes, and lead by example. These strategies promote a culture of learning and resilience.

Lessons learned should be identified and documented throughout the change project life cycle. These valuable insights can help change teams learn from previous implementation mistakes and improve future organisational capability. The purpose of this process is to share and use knowledge derived from experience to promote the recurrence of desirable outcomes and prevent undesirable outcomes for future changes. Additionally, a formal session should be held analysing all 10 change management framework steps. The output should be a document that answers questions such as: · What went well? · What could have gone better? · Were the change project goals or benefits achieved? · What obstacles were encountered? · What needs to change in the future?

La experimentación es un proceso en el que probamos ideas para comprender algo de la realidad que nos rodea. Nos permite ir generando aprendizajes, tomar decisiones y probar de forma segura en un entorno controlado. Utilizar un enfoque basado en la experimentación nos permite: - Avanzar, fallar rápido y aprender - Aprender a gestionar el error y el fracaso - Tomar las decisiones basadas en datos en vez de en opiniones - Reducir la incertidumbre cuando nos enfrentamos a situaciones no conocidas - Refinar y expandir al resto lo que mejor ha funcionado de los experimentos

Adding to the topic, I had the opportunity to lead a team across a roll out in multiple countries, and established recurrent meetings every 15 days with the whole team to share experiences - what went good, what could be better, what did we learn and what are the opportunities to apply on the next deployment. We also did phase reviews instead of post implementation reviews that helped to anticipate potencial risks and problems. Found out to be very helpfull for all.

O erro cabe na experimentação, na mudança e na incerteza. E está tudo bem! O importante é garantir que não ocorra por negligência, que a rota seja rapidamente corrigida e que os aprendizados obtidos com a situação sejam rapidamente incorporados aos processos em andamento. Ah, e lembre-se: um ambiente que pune o erro, também pune a criatividade e a coragem.

What works/doesn't or start/stop/continue is a great way to capture feedback ✨ Just do this from early on, not at the end only. And act on feedback provided or explain why you cannot act on one. You should also take the time to provide personal performance feedback. Reach out proactively if the person does not request you beforehand. It's not only for the individual's growth, but also for the team's benefit.

Working in law enforcement in the UK it often feels that there is a lack of focus on learning from mistakes, but rather a desire to punish people for making decisions in highly pressurised situations which haven’t turned out well. This creates a defensive culture, which sees good people unnecessarily taken to task. Of course, when people make completely reckless decisions or carry out their duties with malintent there must be consequences . But if we want to learn properly we need to move away from a compensation fuelled blame culture to encourage comprehensive debriefing, honest reflection and then, where appropriate, changes to working practices that help in the evolution of an effective, safer and progressive service to the public.

Our team begins our monthly planning meeting by reviewing the "wins" and "needed improvements" from the previous 30 days, fostering an environment of celebration and a culture of continuous improvement. Team members are not afraid to discuss or highlight mistakes or areas where we can improve, emphasizing blaming the process rather than the person. This approach encourages an eagerness to fix problems rather than hiding them. Each team member has an opportunity to provide feedback and reflection to one another, creating a healthy atmosphere that is relentless about improvement.

I’m a big fan of the start/stop/continue framework which is helpful in both larger “lessons learned” conversations and smaller feedback loops. Introducing them on a recurring basis — or following a specific mistake — builds a reflection practice, normalizes constructive feedback, and an opportunity to create action plans for both the short and longer term.

Feedback looping of any size at a regular cadence helps to know what's working, what doesn't need to change, and how to best direct attention during stressful times. Change is hard, and asking for feedback openly and often matters!

Document the lessons learned from each change initiative, including both positive outcomes and areas for improvement. Create a repository of this information that can be referenced in upcoming projects.

Empower your team to take ownership of their roles in the change process. Accountability encourages individuals to learn from their mistakes and make informed decisions.

Be mindful that not every change is the same and some changes, such as culture change and anything involving behavior change, are more challenging and have a higher risk for failure. What may work for one initiative, may not for your next initiative, again, depending on the change. Apply lessons learned on universal improvements, but be wary of having a one-size-fits-all approach to change.

Utiliser des ateliers de brainstorming et des outils de planification collaboratifs comme les tableaux Kanban ou les logiciels de gestion de projet pour impliquer activement l'équipe dans la planification.

In any process, there is two kinds of indicators: - Performance indicators: The final result expected - Surveillance indicators: Indicators that give you assurance that the process is on the right path It is key to follow those indicators regularly and communicate success and possible derailment threats to the team so they can feel their individual contribution to the change process.

Absolutely growth mindset will allow the team to look at it learn from the mistakes without falling into the trap of dejection and hit refresh to give a go at it with the learning from them.you either fail or you learn

encourage team that intelligence and skills can be developed through effort and learning. pursue the challenges as opportunities for growth and improvement so that the Culture will be cultivated.

Having a growth mindset is important. In order to push your team beyond its boundaries and beliefs, you need to nurture a culture of support and honest feedback and ensure everyone can rely on their talents to contribute positively to the overall performance. The first step is to receive feedback the same way you give it and to behave the same way you'd like others to behave.

Encouraging feedback and reflection is crucial for fostering team growth and continuous improvement. Create a safe space where everyone feels comfortable sharing thoughts without judgment. Regular feedback sessions are valuable, letting team members discuss what's working, challenges, and improvements. Utilizing methods like After-Action Reviews, SWOT Analysis, and Peer Feedback can help structure discussions effectively. Reflecting on past actions fosters a growth mindset, enabling learning from both successes and mistakes, which strengthens the team and drives innovation.

A growth mindset is important. No plan is perfect and there is always something to be learned. I've observed and worked with top company leaders who are constantly seeking feedback, even when you would assume they have all of the answers. Feedback can help you identify the fastest way to strengthen your impact, improve results and create cohesion and connection between you and your stakeholders. A growth mindset allows you to experience losses along the way, but learn from it and expand your awareness and capabilities in the process.

Psychological safety is a critical success component. You can conduct psychological safety workshops and introduce short anonymous surveys in your team to discuss where you are and where you want to be. It will build common understanding of what it means to feel "safe" and "supported" as it means different things to different people.

Never waste a good mistake!!! Having a trusted and safe environment can transform mistakes to growth and improvement opportunities. Mistakes, errors, failures are unavoidable and a good indication that there is activity happening. What is important is not to waste this learning and growth opportunity but to gain from the mistakes people have to feel safe and accountable. So beyond the processes and the check boxes there is the need to have a culture that values the honest effort and promote openness.

A veteran from airline industry shared me an interesting case. The management of an airline company wanted to analyse pilot actions to minimise errors. After consulting the pilots, a tracking system was put in place to help pilots take decisions. Contrary to expectations, it was found that the number of errors actually increased after this exercise. On further study they found that the pilots have become self-aware that their decisions might be scrutinised later and became 'extra-cautious' leading to that extra few seconds for taking decisions. This delay caused errors that would have otherwise not occurred. It's important to create a culture where the team feels 'safe' to take empowered decisions without worrying about the repercussions.

As Voltaire wisely said, "Perfect is the enemy of good." In this spirit, embrace the pursuit of progress over the quest for perfection. In this field, where innovation and adaptation are key, recognize that each step forward, no matter how small, is a triumph. Encourage your teams to learn from their experiences, and to see each challenge as an opportunity for growth. Celebrate the journey of continuous improvement, for it is in these incremental advancements that true expertise and mastery are forged. Remember, perfection may be an ideal, but progress is the reality that drives us towards excellence.

Creating a safe environment is fundamental. Mistakes are inevitable, it is how you react to them that will foster a safe environment. Be patient, be kind and run a retrospective/ inspect and adapt. Then take actions to improve. Treat it as a learning oportunity, a way to do things better. We also need to define what are mistakes. Maybe the change you are trying to bring is not fit, therefore people are making mistakes. I have seen people implementing complex processes because they were inlove with their ideas.Thus, people made mistakes. Were the people to blame or the processes were too complex? I have learned the most when someone was continously challenging my idea. My change was not perfect. He helped me revisit it and make it better.

Tesla provides a compelling illustration of this concept, as they consistently refine their production methods to enhance efficiency. By implementing a series of incremental adjustments, they achieved a remarkable increase in Model 3 production from 2,000 to 7,000 cars per week in 2018. This example underscores the importance of continuous improvement and the potential for significant advancements through small, iterative changes. It serves as a valuable lesson for individuals and organisations alike, demonstrating the power of ongoing refinement and the ability to drive substantial progress over time.

Different cultures treat differently the change management process. Some prefer to treat change as a simple and routine by the book task that all will work well for all. Some simply ignore and believe that any systems and process change will fix all. There's also others that prefer to do on a step approach or a gradually improvement. At the end there isn't a one solution that fits all. It all come to a decision process to select what are the key priorities based on reviewing past experiences and define the objectives to achieve and the plan/roadmap.

One thing I've found helpful is to reflect on successes and learnings regularly through the change process - discussing with the team and noting insights. This may enable you to make changes to your plans to enhance your project. At the end of the change exercise, take the time to review and discuss these with the perspectives you have gained since. We often do not take the time to reflect, moving quickly onto the next pressing matter but these consolidated insights are valuable to both your close outs of the current matter as well as the next project. They are also critical coaching points for other members of your team.

I believe in always conducing a "lessons learned" session, which results in discussing, acknowledging, documenting and sharing what worked well ("continue"), and where we may have fallen short ("start" or "stop"). Learnings in those three categories (start. stop, continue) are added to our change management framework and templates. We all are work in progress, in a changing environment, so this approach fosters growth and continuous improvement.

In my book (I.N.S.P.I.R.E.), I talk about this in the E phase, which is Evaluate and Learn. Retrospectives and Post Implementation Reviews are great mechanisms to capture learnings from the change journey and reflect on them and document them. The learnings can then be communicated to the entire org, discussed in 1:1s, team meetings, townhalls etc.

First, to address the article heading, assuming that a change manager is writing this, a change manager rarely has a team in the traditional sense to learn from roll-out mistakes. If you're talking about the broader team that the change manager is part of, for example, the project manager, the sponsor, and the business analysts. Are they really going to benefit from you sharing change management mistakes? It's not their responsibility to deliver change, so the change management mistakes will not interest them. Change management should always be an iterative approach, with Comms training and engagement continually improving and refining based on feedback. At the end of each project, there should be a PIR, to see what could be improved.

Build psychological safety in your team. Making mistakes are a fundamental part of the learning and growth process. If employee make mistakes (we are all human), coach them thru their thinking and have their back. It takes courage (sadly) to admit a mistake. For me, that’s leadership 🚀💯

To ensure your team learns from mistakes in change management: Encourage Open Communication: Foster a culture where team members feel comfortable discussing mistakes without fear of reprisal. Conduct Post-Implementation Reviews: Regularly review and analyze change initiatives, focusing on both successes and failures. Identify Root Causes: Dig deeper to understand the root causes of mistakes, emphasizing learning rather than blaming individuals. Implement Corrective Actions: Develop and implement corrective actions based on lessons learned to improve future change efforts. Promote Continuous Improvement: Instill a mindset of continuous improvement, encouraging the team to apply insights from past experiences to enhance future processes.

Building on Sharon's great idea of continuous improvement through PIR's at the end of the project, I have found immense value in retrospectives throughout the project. That can be the end of each phase or at key change interventions or interactions. There are lessons and insights you can find every day to boost the effectiveness of your change management activities. Using the HCD activity, Rose Thorn Bud, is a great 5 - 10 minute mechanism for sourcing improvement ideas from your change team, your project team, your change champions, your change audience, even senior leaders and customers. Give it a go and you'll be pleasantly surprised how it easy it is to build it better.

Mistakes happen. They could be due to various reasons. Do an in-depth RCA (Root Cause Analysis) with the team members. Encourage and foster a culture of learning from mistakes. Document and spread awareness of the learnings and discuss it in forums, meetings, 1:1s, etc. The more knowledge is shared, the lesser the team members would make mistakes. The key is learning and continuously PDCA'ing the process.