Creating a Team Culture That Values Learning from Mistakes

The best leaders don't have all the answers. They ask the most questions. Asking questions is seen as a sign of weakness. Let's change that. When you make your team feel safe to be vulnerable, ask "silly" questions, and not know something… That’s when growth happens. Here’s how I build psychological safety in my teams: 1. Establish a no-blame culture 2. Reward growth over perfection 3. Create mentorship opportunities 4. Celebrate learning from mistakes 5. Provide anonymous feedback channels 6. Share my own missteps openly 7. Recognise calculated risk-taking 8. Encourage constant dialogue 9. Give regular, constructive feedback As leaders, we must create environments where questions are celebrated, not criticised. It isn’t stupid to ask for help. It’s smart. When I see someone asking questions, I don't see ignorance. I see: ✅ Curiosity ✅ Growth mindset ✅ Desire to learn ✅ Intelligence The next time someone on your team asks a question, celebrate it. They're not showing weakness - they're showing ambition. How do you handle questions in your workplace?

Creating Teams Where People Actually Speak Up Want your best team members to share their real thoughts? Most don't. The Four Seasons hotel chain discovered why. Every morning, managers share what went wrong yesterday. No blame. Just solutions. Their "Glitch Report" meetings transform errors into wins. As their CEO says, "What's important isn't the error. It's the recovery." Here's how to build this psychological safety on your team: 1. Make failure acceptable. Leaders must fail first. Your team watches what you do, not what you say. Admit your mistakes before asking others to share theirs. 2. Ensure that all voices are heard. Try the speaking chip method. Give everyone five chips. Each comment costs one chip. When you're out, you listen. Suddenly, your quietest team members become your most valuable. 3. Make feedback safe. Create consequence-free critique sessions. People hold back honest feedback when they fear being blamed if their suggestion causes problems. Set clear expectations. "Your job is to point out problems, my job is to decide what to fix." After the session, the project owner makes decisions independently, protecting both the feedback giver and the creative vision. Psychological safety isn't just a workplace luxury—it's the difference between a team that merely performs and one that consistently breaks through to excellence.

#Leadership Reinvented: How Mistakes Drive Success and Growth Mistakes are opportunities to grow, not failures. Success is about embracing and learning from them. Here’s how to lead through mistakes and turn them into powerful lessons: • Analyze Mistakes to Uncover Patterns and Insights Mistakes are data points in disguise. Break them down to identify recurring patterns or blind spots. Ask, What led to this error? Was it a flaw in judgment, process, or information? Use these insights to strengthen your decision-making and systems. • Depersonalize Decisions—Separate Ego from Outcomes Treat decisions as external processes, not personal reflections. This mindset allows for objective thinking and minimizes emotional biases. Remember, it’s not about being right; it’s about doing what’s right for your team and goals. • Encourage Dialogue While Setting Boundaries for Focus Create a culture where team members feel safe sharing concerns or feedback. Define areas of collaboration to keep discussions productive and focused. Open feedback fuels innovation, but clear boundaries maintain momentum. • Own Mistakes as a Leader and Credit Your Team for Success True leaders take responsibility for failures and credit their team for wins. This builds trust, fosters collaboration, and empowers teams to innovate without fear of blame. • Foster Humility to Welcome Feedback and Uncover Blind Spots Blind spots can only be revealed through others’ perspectives. Invite feedback, even when it’s challenging. Growth comes from listening, reflecting, and adapting to new information. Mistakes are not roadblocks—they are treasure maps leading to success. Leaders who embrace humility, self-awareness, and open dialogue will inspire trust, drive innovation, and achieve lasting growth. What mistake taught you the most about leadership? Share your story below! #Leadership #GrowthMindset #LearningFromMistakes #LeadershipDevelopment #Teamwork #Innovation #Success #DecisionMaking #HumbleLeadership #PersonalGrowth #LeadershipLessons #ProfessionalDevelopment #GrowthAndInnovation #DrGPT

Avoiding failure limits your potential. The right system turns mistakes into growth. Amazon’s 6-step Correction of Error (COE) is a powerful process for transforming setbacks into growth. The best part? You can apply this too any time things don't turn out as planned (whether at work or personal life) Here’s how to adopt it: 1️⃣ Identify the Problem ↳ Face the issue head-on. Define it clearly and quantify the impact to prioritize action. 2️⃣ Take Corrective Actions ↳ Solve the issue quickly. Document immediate steps for resolution. 3️⃣ Perform a Root Cause Analysis ↳ Ask “Why?” until you uncover the true cause. Surface-level fixes won’t stop the problem from recurring. 4️⃣ Develop Solutions & Assign Accountability ↳ Build systems that prevent recurrence. Empower the team with ownership of specific actions. 5️⃣ Review & Share the Learnings ↳ Don’t hoard insights. Be transparent. Sharing insights transforms individual errors into collective strength. 6️⃣ Follow Up to Ensure Implementation ↳ Make progress stick. Assign someone to track progress and maintain momentum. In my experience, Steps 5 and 6 are where transformation happens. Sharing mistakes creates a culture of trust and resilience. Following through ensures lasting progress and continuous growth. Growth doesn’t require perfection - it requires persistence. What’s your strategy for turning mistakes into growth? Drop your thoughts below! ____________ ♻️ Repost to inspire a culture of learning through mistakes. 📌 For more actionable insights, follow Jorge Luis Pando

How have you seen leaders embrace failure as fuel for growth? Far too often, leadership unintentionally creates a culture where making a mistake feels like failure instead of learning. We say we want innovation, growth, and development—but if our teams are walking on eggshells, afraid to misstep, we’re not building culture, we’re building fear. The truth is: mistakes are where the learning lives. Leadership isn’t about perfection—it’s about creating a space where people feel safe to try, reflect, and grow. That’s how we unlock potential and drive real transformation. A few reminders for us as leaders: • Normalize learning from failure—model it yourself • Praise curiosity and effort, not just results • Listen more, judge less • Ask: “What did we learn?” instead of “Why did this happen?” Let’s build cultures where psychological safety isn’t just a buzzword—it’s the baseline! #HeartLeader #HumanResources #Management #Careers #PersonalDevelopment #PersonalBranding #Linkedin #WhatInspiresMe #BestAdvice #Motivation