Good reading on Harvard Business Review reagring the Blame Game.
Key take-out of this reading.
Playing the blame game never works. A deep set of research shows that
- People who blame others for their mistakes lose status, learn less, and perform worse relative to those who own up to their mistakes.
- The same applies for organizations.
So, some key-learning’s to apply in your organisation:
- Don’t blame others for your mistakes.
- You will gain respect and loyalty from your followers,
- you’ll also help to prevent a culture of blame from emerging.
- When you do blame, do so constructively.
- Make sure to highlight that the goal is to learn from mistakes, not to publicly humiliate those who make them.
- Set an example by confidently taking ownership for failures.
- Blame is contagious, but not among those who felt psychologically secure. So try to foster a chronic sense of inner security in order to reduce the chances that you’ll lash out at others.
- Always focus on learning.
- Creating a culture where learning—rather than avoiding mistakes—is the top priority will help to ensure that people feel free talk about and learn from their errors.
- Reward people for making mistakes.
- Some companies are actually starting to incentivize employees to make mistakes, so long as the mistakes can teach valuable lessons that lead to future innovation.
I completely agree that there is a clear opportunity to create a culture where the mistakes are accepted if we can learn from them.
Personaly, I always encourage people to Take risks and Make Mistakes. “A person who never made a mistake never tried anything new. Albert Einstein”