Here's how you can turn failure into an opportunity to establish trust and credibility with your team.

It is easy to preach about fasting when we are full, it gets exponentially harder as we get hungrier...talking about integrity and psychological safety is quite similar. When things go well, we can be a big loving family, but what happens when surprise hits the fan? That is when those concepts are built or destroyed. Everything a leader does is amplified, even the silence or an angry look. If there is a chance an action or behaviour can be misunderstood, extra communication is needed so it is crystal clear to everyone how the situation is handled instead of letting it based on assumptions which tend to go wrong. Vulnerability is the ability to withstand attack, therefore no vulnerability is revealed without pain.

Everyone makes mistakes but not everyone is honest about it and sometimes you're in downright denial or possibly even ashamed/embarrassed. However, you get much further with people when you are honest and forward. When others see that you're human and you make mistakes and own them, it will encourage them to do the same the next time that they're in a similar situation. While being wrong may be unbecoming, admitting that you're wrong builds a lot of trust.

I think this is one of the most important aspects of making mistakes as a team leader. OWN IT UP Take responsibility for your mistakes, take responsibility for your team’s mistakes. This creates a comfortable aura for those working with you, lettting them know that it’s perfectly okay to make mistakes. This enables the entire team to stay credible and responsible while fostering a common culture of growing and learning from mistakes.

Despite perceptions that leaders are perfect, this is far from the truth. As an introverted leader, it becomes necessary to be a role model. With this role comes releasing the need to always be right. Instead, if yo make a mistake, don't be afraid to own it. Admitting to your mistake give you the opportunity to brainstorm with your staff what you could have done differently. It helps to build trust and s sense of community within the team.

One thing I have found helpful is using the 'Why' technique. It would be best if you asked yourself 'Why' 5 times, similar to what 4/5 yr old kids do, they keep asking why until you have satisfied their curiosity.

When a problem occurs several minds working together is always better than one. Getting valuable insight from your team not only gives you different perspectives, but a collaborative approach to problem solving. This builds a team’s bond and helps everyone feel like they are contributing to a solution. Strategically planning and pulling knowledge from team members strengthens the team and their bond, as a team. Especially, if they get to the goal with everyone pulling together.

Failure teaches you important things, and sometimes, we have to fail so that we realise that something is not working. Then we get to use our creativity to find another way. Make sure your team understands that failure is not fatal and that your experience has taught you that it can be a valuable lesson. This will help them see that if they fail, they can expect and trust you to support them to get things back on track.

I believe that analyze what went wrong is when you go over the details of what happened. This is what most common leaders don’t do in the first place so they can avoid the problem. When an order is made or when the team knows what they supposed to do and don’t do, make sure to go over the details and ask them if they understand why we doing this. Going over the details is super important.

Once you've owned up to your mistake, the next step is to analyze it. Understanding what went wrong and why is crucial for learning and growth. Break down the failure into its components and identify the root causes. Was it a lack of communication, insufficient resources, or perhaps a flawed strategy? Involve your team in this process. Encourage them to provide their perspectives and insights. This collaborative approach not only helps in gaining a comprehensive understanding of the failure but also shows your team that their opinions are valued. It turns a negative situation into a learning opportunity for everyone.

Failure is always an opportunity to gain new insights and learnings. Leaders and companies who are transparent about their failures gain trust and helps others learn from it. Learning hard lessons from mistakes is important so team members understand the “why,” along with open communication. The most important thing is what we do with that failure and the lessons learned going forward. Using that knowledge as leverage, pivoting and not repeating the mistakes is important.

Figure out what happened and why. Use the 5 W 1 H framework of problem solving. Share your lessons learnt and experience with others so that it becomes an opportunity of learning, growth and better strategies in the way ahead.

Transparency is key to building trust and credibility. Share your findings with your team openly. Discuss what went wrong, the lessons learned, and the steps that will be taken to avoid such failures in the future. This openness fosters a culture of learning and continuous improvement. When you share your experiences and insights, you show your team that it's okay to make mistakes as long as we learn from them. This can encourage them to take calculated risks and innovate without the fear of failure. It also shows that you are committed to their growth and development.

You have a lot of skills and experience, and one great way of building trust and credibility with your team is sharing your knowledge, values, and vision so your team members learn from you, and are inspired by you. People perform better and work harder when they have a leader who inspires them, helps them overcome challenges, and helps them to develop.

The best part of sharing is that the team can see that you are human like them and that opens the door for more trust and relationships building within the organization.

I once read a story that said, after one million attempts to make a light bulb, there were one million ways that didn’t work. Failure should be viewed the same way—not as a failure, but as a way we now know doesn't work. And then, we try again.

Growth is the ultimate goal after a failure. Use the insights gained from your analysis to make necessary changes and improvements. Implement new strategies, processes, or training programs to address the identified issues. Show your team that you are proactive in turning failures into opportunities for growth. Encourage your team to embrace this mindset as well. Promote a culture where continuous improvement is valued, and everyone is encouraged to learn from their mistakes. Celebrate small wins and progress along the way.

Don’t be the ‘do as I say, not as I do’ type of leader. Make your values known and live by them. There shouldn’t be one rule for you and one for your team. You’re in this together; show them this and you’ll be seen as a trustworthy and credible leader. Being able to persuade your people in a healthy way is always good to know about and this blog covers the subject.

Growth only happens when you recognize the failure and learn from it. There is no growth in the confort zone. The team that grows together will accomplish more, do more and become more.

Accepting that you have failed at some point is part of leadership as well. It is important to let your team know that "the graph will not always go upward, it sometimes goes through valleys and mountains. This should be part of your success story as a leader. As a leader, you must embrace pillars like accountability, trust, and transparency among others. Muchmore, you must be an example to the team you have/you create. Let them know that, making mistakes is part of the journey, though, we shouldn't entertain doing "beyond expectations". Think "BIG", bring your team into space, and hear them out on how to resolve the situation - if it has to do with the Organization, for certain they will help you turn a mistake into an opportunity.

Empowering your team is a critical aspect of turning failure into an opportunity. Give them the tools, resources, and autonomy they need to take ownership of their work and make decisions. When your team feels empowered, they are more likely to take initiative and contribute to the organization's success. Create an environment where feedback is encouraged and valued. Provide support and mentorship to help your team members develop their skills and confidence. Empowering your team shows that you trust them and believe in their abilities.

Collaboration is an essential part of teamwork. Any good leader knows that by encouraging people to work together, they can accomplish much more than working on their own. A culture based on collaboration and building meaningful relationships is more likely to keep employees happy and satisfied with their jobs. But truly great leaders dont only encourage their team members to collaborate, while they are watching from the bench. On the contrary! They get into the middle of the action, provide opportunities and are never afraid to pass the ball when others are more likely to score. Those are leaders who are most likely to gain the trust and respect of their people.

Eine moderne Führung erkennt die Bedeutung von Diversität und Inklusion an. Unterschiedliche Perspektiven und Hintergründe bereichern das Team und fördern Innovation. Führungskräfte sollten bewusst eine Kultur der Inklusion schaffen, indem sie vielfältige Talente fördern und sicherstellen, dass alle Stimmen gehört werden. Ein konkreter Schritt könnte die Einführung von Mentoring-Programmen sein, um unterrepräsentierte Gruppen zu unterstützen.

If your team were involved in learning the lessons and what to do as a result, they will have more ownership and ‘buy-in’ to applying them in the future. As a leader, you need to recognise when to allow them to do it and where to set the boundaries.

Langfristiges Denken und Nachhaltigkeit sind entscheidend für den dauerhaften Erfolg. Führungskräfte sollten Entscheidungen treffen, die nicht nur kurzfristige Gewinne, sondern auch langfristige Auswirkungen berücksichtigen. Ein praktisches Beispiel könnte die Implementierung von nachhaltigen Geschäftspraktiken und die Förderung von Projekten sein, die sowohl ökologisch als auch ökonomisch vorteilhaft sind.

To further enhance team reflection, incorporate structured methodologies such as after-action reviews or retrospectives. These frameworks help analyze successes and setbacks, encouraging each team member to share insights and suggestions in an inclusive environment. Integrate reflective practices into your regular workflow by setting aside time for team debriefs at the end of major projects or milestones. Consistently applying these practices embeds a culture of openness and continuous improvement, driving higher performance and fostering a growth-oriented mindset.

Turning failure into an opportunity to establish trust and credibility with your team requires transparency, accountability, and a growth-oriented mindset. Here’s how you can approach it: 1. Acknowledge and Own Up 2. Be Transparent 3. Learn and Improve 4. Involve Your Team 5. Follow Through 6. Communicate Effectively 7. Celebrate Successes By approaching failure in this way, you can transform setbacks into opportunities to strengthen relationships, build credibility, and foster a culture of trust within your team.

Mutual respect is the cornerstone of any relationship. A leader who doesnt respect others will rarely have their respect. Needless to say that without respect there cannot be credibility. Contrary to some old beliefs, respect cannot be earned through power. What truly matters is the way you choose to use your power. Avoid micromanaging your people and show respect for their work. Everyone likes to take pride in what they do, or how they do it, and putting people down by being overly-criticizing wont do any good to anyone. On the contrary, people will resent you and lose their respect.

The first rule of 'failure' is to become aware that there is no such thing. The definition of 'failure' is 'lack of success'. The real definition of failure? 'Lack of success, yet'... or perhaps even more to the point 'The lack of results, yet'. Each 'failure' is first and foremost an open call to deepen your trust in yourself and in Divinity and only then to concern yourself with HOW to position this 'failure' with in society & culture. Honesty and transparency are frequencies that you first must master internally for them to have any effect externally. When you are congruent with truth, EVEN when you F-up big time, 'owning it', 'being honest' and 'transparent' are not things you need to do, they are just WHO you are.

Como líder, uno debe ser el ejemplo de cómo manejar las situaciones. Si hay un fracaso y tratamos de ocultarlo, nuestro equipo aprenderá que esa es la manera adecuada de actuar. En cambio, si decides reconocerlo, analizarlo en equipo y aprender de él, tu equipo se sentirá con la confianza de compartir sus errores o fracasos, permitiendo que juntos puedan aprender de ellos. En la metodología ágil de gestión de proyectos, incluso existe una ceremonia específica para que todos los involucrados participen en el análisis y la reflexión, definiendo en conjunto cómo manejar situaciones similares en el futuro.

Some examples to put it all together: Leading by Example: Let’s say your own decision led to an unproductive meeting. You can publicly acknowledge your mistake and discuss what you learned from it. Implement changes in your meeting and solicit feedback on how to improve. This fosters an environment where admitting mistakes is seen as a strength. Continuous Improvement: A marketing campaign didn’t yield the expected results. You can conduct a retrospective analysis with the team on what went wrong and brainstorm ideas for future campaigns. Encourage a culture of experimentation and learning from failures, showing the mistakes are valuable for growth.