Error culture requires that errors happen and that they are also corrected. Mistakes are an integral part of learning and further development. In order to see them as an opportunity, an error culture is needed – an acknowledgement of errors. This enables companies to recognize mistakes, learn from them and take preventive measures in the future. A positive side effect: a positive error culture strengthens employee loyalty.
The Error Culture of the Alaska Coast Guard
There is not much room for error when you are in the life-saving business. But nevertheless, errors occur wherever people are at work. Even a serious organization like the Alaska Coast Guard is no exception to the rule. So in order to minimize errors, they established what is called a “just culture”. In short, a just culture is about creating an environment where people are not afraid to talk about their mistakes (see: organizational culture models). In this environment of trust and respect, errors are seen as a necessary evil to improve and learn. The basic principle is simple: You talk about your mistakes, so hopefully no mistake is made twice.
Developing a positive error culture
Mistakes are allowed
In a positive error culture, the first and foremost principle is that mistakes are allowed and even encouraged. This means creating an environment where individuals feel safe to take risks and explore new ideas without fear of judgment or punishment. When mistakes happen, they are seen as opportunities for learning and growth rather than reasons for blame or reprimand. By embracing mistakes, teams can foster creativity and innovation, as individuals feel more comfortable pushing boundaries and thinking outside the box. Mistakes become stepping stones on the path to success, rather than roadblocks to be avoided.
Search for solutions
A positive error culture emphasizes the importance of searching for solutions rather than dwelling on problems. When faced with an error or setback, the focus shifts towards finding ways to rectify the situation and prevent similar mistakes in the future. This requires a collaborative approach, where team members are encouraged to share their insights and suggestions. By fostering a mindset of solution-seeking, individuals become more resilient and proactive in their problem-solving abilities. They learn to see mistakes as opportunities for improvement and growth, rather than as failures.
Concession
Concession plays a vital role in developing a positive error culture. It involves acknowledging and accepting responsibility for one’s mistakes or shortcomings. In a concession-oriented environment, individuals are encouraged to take ownership of their errors and proactively communicate them to the relevant stakeholders. This promotes accountability and trust within the team. When individuals openly admit their mistakes, it creates an atmosphere of transparency and honesty, allowing for faster resolution of issues. Moreover, by demonstrating a willingness to learn from their mistakes, individuals inspire others to do the same, fostering a culture of continuous improvement.
Feedback
Feedback is a cornerstone of a positive error culture. It involves providing constructive and supportive input to individuals involved in an error or mistake. Feedback should be given in a timely manner and focus on helping individuals understand what went wrong, why it happened, and how to avoid similar errors in the future. When delivered effectively, feedback serves as a valuable learning tool, enabling individuals to develop new skills and refine their approach. A positive error culture emphasizes the importance of giving feedback with empathy and respect, ensuring that it is seen as a means of growth rather than criticism. Regular feedback sessions also encourage open communication, trust, and collaboration within the team.
Further measures for a positive error culture
- This attitude should be recorded in writing.
- It should be formulated in concrete terms.
- The management level exemplifies this attitude.
- There should be sufficient time to discuss and subsequently learn from mistakes – promoting open communication.
- Managers should live this attitude in such a way that individual employees do not have to fear blame.
- The mistake has happened, solutions are sought – what has been learned should be recorded in order to be able to exchange information with each other.
- Supervisors and employees should develop the skills to deal with mistakes positively – by giving each other feedback, discussing mistakes in reflection rounds, and supporting employees who bear the consequences for mistakes made.
A special way to deal with errors a so-called “fuckup nights“. These events celebrate mistakes as a way for everyone to learn.
More on “Just Culture”: https://en.wikipedia.org/wiki/Just_culture
VIDEO: An NHS Guide to a life-saving error culture
FAQs Error Culture
What is an example of great error culture?
One remarkable example of great error culture is NASA’s Apollo 13 mission. When an oxygen tank exploded onboard the spacecraft, jeopardizing the lives of the astronauts, NASA’s error culture came to the forefront. Mistakes were seen as learning opportunities, fostering open communication and collaboration. The team quickly worked together, exchanging ideas and developing innovative solutions to bring the astronauts safely back to Earth. Through their collective efforts and a positive error culture, NASA successfully navigated the crisis and turned a potential disaster into a testament of teamwork and ingenuity.
What is "positive error culture"?
Positive error culture does not focus on punishing mistakes, but embraces them and sees them as a valuable learning. Positive error culture also comes with open and hones communication, as well as a focus on problem-solving.
