Your team is struggling to learn from failures. What can you do to turn things around?

I agree with analyzing the failure, but it's also important to understand the team's dynamics. Low morale or a lack of alignment can significantly contribute to failures, hindering the ability to learn from them. Addressing underlying team issues might be crucial before effective analysis and improvement can occur.

Turning around a team's struggle to learn from failures requires a combination of leadership, mindset shifts, and supportive processes. Here are steps you can take: Normalize Failure: Create a culture where failure is seen as a part of the learning process rather than something to be avoided. Encourage open dialogue about failures and mistakes, and share stories of failures followed by lessons learned. Lead by Example: Demonstrate a growth mindset and resilience in the face of failure. Share your own experiences of failure and how you learned from them. Model behavior that encourages curiosity, experimentation, and continuous learning. Encourage Reflection: Create opportunities for team members to reflect on their failures and mistakes.

Start by formalizing the review process of everything, even the successes. This makes every experience a learning experience and will not make people feel like they are doing "extra" work when things don't go as planned. This will foster greater transparency and communication.

"O Custo do fracasso é o aprendizado" - Devin Carraway. Geralmente a convicção que o analista precisa para aceitar o fracasso é que seu líder demonstre com ações que fracassar é esperado, quando se procura inovação e evolução. A reflexão do fracasso é o processo de aprendizado e deve gerar ações diretas para evitar a recorrência desse fracasso. Sugiro um processo de lições aprendidas, onde todos possam colaborar sobre: 1 - O que fizemos bem 2 - O que deu errado 3 - Onde demos sorte

Learning from mistakes is vital for a team's growth. Open discussions about setbacks should be encouraged, where the causes of failures are identified, and solutions are brainstormed collectively. Through this effort, challenges are viewed differently, paving the way for team success.

A Segurança psicológica é algo que ajuda muito no aprendizado com o fracasso, Timothy R. Clark divide a segurança psicológica em 4 estágios atingíveis: 1 - Segurança da Inclusão 2 - Segurança do APrendiz 3 - Segurança do Colaborador 4 - Segurança do desafiador São estágios que se constroem um acima do outro e, trabalhados de forma adequada desbloqueiam a criatividade e possibilitam grandes avanços tanto sociais, quanto empresariais.