No one likes to fail. And while we all know the importance of learning from mistakes, both individuals and teams can struggle to bounce back from big blunders. Whether it was a project that didn’t meet its targets or an important deadline that you all missed, what can you do to help your employees recover? How can you help them see the experience as an opportunity for growth instead of the kiss of death?
What the Experts Say It’s often harder to lead a team past a failure than it is to help one person. “People are coming into projects with different expectations, perspectives, levels of investment, and different things at stake,” explains Susan David, a founder of the Harvard/McLean Institute of Coaching and author of the HBR article, “Emotional Agility.” “Some people may be very resilient and others might feel more bruised,” Ben Dattner, an organizational psychologist and author of The Blame Game. “All the things that individuals fall prey to — misattribution and rationalization — are compounded on a team and add exponential complexity to the process.” It doesn’t matter whether one person on your team is at fault or if everyone bears some of the responsibility, it’s your job as the manager to help the entire group move on. Here’s how.
First, take control of your own emotions...
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Source: Amy Gallo (www.hbr.org)
