Thoughts on the culture of error

"Mr. Müller, you seem to have made a mistake..."

This or something similar can be heard almost daily in companies or organizations. How does Mr. Muller respond to this statement? Does he say, "Boss, thank you for bringing this to my attention"? Or does he respond with,"I have an idea how I can prevent this from happening to me a second time"? The most common response is different. We all know it: justification and defense!

Most people want to look good and avoid admitting mistakes. But why has this behavior pattern become so prevalent in our society in recent decades? It's because of how mistakes are dealt with in public.

Let's just look at advertising and the worldview it presents us with every day: everyone appears to be the greatest, the most beautiful, and absolutely flawless. Although this is a completely exaggerated version of reality, we humans continue to consume this image of a perfect world. ...also a sign of how we want to compensate for our attention deficit.

What signal triggers an error?

But let's stick with the classic hierarchical"boss-employee" relationship. What motive drives the boss to make the statement mentioned at the beginning? Does he want to encourage his employee? Does he want to show him what a loser he is? Or does he want to show him who's boss and who still has a lot to learn? What do you think: what motive is behind the leader statement?

Who doesn't remember this from their school days: How did teachers always mark mistakes? In red, that's right.

What signal did this send? What pattern was established here among young people?

Error culture: No constructive approach

The mistake itself is not the mistake. Mistakes are often good. It is only the ineffective way of dealing with them that is actually wrong. This often results in not taking responsibility one's own thoughts and actions. Or for what I don't do. But at least in German-speaking countries, there is no constructively widespread culture of error.

Making mistakes is the most important thing we have to do. We can't avoid them anyway. At least when we first start doing something new or learning a new skill or ability. Because—as we've already discussed elsewhere—people always do their best (within their current capabilities).

A metaphorical comparison

Let's assume the following: Someone has "messed up." What does nature do with horse manure, for example? After a few months, it turns into fertilizer. Where are we supposed to get our wisdom in the form of life experience if we don't allow this natural transformation process to take place, or only allow it with difficulty? We are depriving ourselves of one of the most important catalysts for growth.

Have you made a mistake? Be proactive!

Here's an idea: if you've made a mistake and you're aware of it, proactively approach the person involved at an early stage. Communicate in a personal conversation that you see this as a learning opportunity.

If you are made aware of an error: Check the other person's motive.

And most importantly, keep your ego in check! The primary goal is to fulfill the respective corporate purpose in the best possible way. Always ensure that the associated values of the people, the project, the product, and the company are not damaged.

Notice a mistake? Check the motif!

If, as leader , you notice someone else making leader mistake, immediately examine your inner motives.

• If you don't want to develop it at that moment, refrain from conversation.
• When you are ready, use the tool of developing questions.

For better handling, the following applies:

1. Stop

• always wanting to look good,
• trying hard not to make a bad impression,
• putting others in the wrong (in order to enhance one's own standing).

2. Take off the mask and stand by what you did and how you did it.
3. leader a clear stance on your first task as leader : "Developing People."
4. Analyze objectively: Apply the success cycle (see also Leading Simple, management training, module Result Orientation).