How Leaders Can Learn from Mistakes
When things go wrong, it’s easy to dwell on the error and let the pressure mount. However, great leaders know that mistakes are more than just obstacles; they are opportunities to grow, evolve, and build a culture of resilience.
Turning mistakes into valuable lessons requires intentional effort. It’s not just about recognising what went wrong; it’s about learning, adapting, and fostering an environment where others can do the same. Here’s how leaders can practically approach mistakes to extract meaningful insights.
Acknowledge the Mistake Clearly and Openly
The first step to learning from a mistake is to own it. There’s a natural temptation to soften the blow by blaming external factors or offering excuses, but this only delays the learning process. True leadership means taking full responsibility, even when it’s uncomfortable.
For example, imagine a scenario where a major forecast was off, leading to financial strain. Instead of saying, “Our projections were impacted by market volatility,” a leader could say, “I overlooked some key data points in our forecast, and it affected our accuracy.” This direct admission not only builds credibility but also signals to your team that accountability is a non-negotiable value.
Acknowledging mistakes also creates a safe space for your team to do the same. When your team knows that mistakes are treated as learning opportunities rather than personal failures, they are more likely to approach challenges with openness and honesty.
Step Back to Understand the Root Cause
Once a mistake has been identified, the next step is to understand why it happened. However, this doesn’t mean falling into the trap of endless analysis. It’s about finding the balance between identifying the root cause and avoiding analysis paralysis.
Let’s say a budgeting error occurred due to overlooked assumptions. Instead of focusing solely on the symptoms—like late submissions or inaccuracies—dig deeper into the process that allowed the error to happen. Was the data outdated? Were responsibilities unclear? Did time pressures prevent a thorough review?
Approach this step with curiosity rather than blame. Engage key stakeholders in the conversation to uncover insights that might not be immediately obvious. The goal is not to find someone to hold accountable but to understand the underlying issue that needs addressing.
Turn Insights into Actionable Changes
Mistakes become wasted opportunities if they don’t lead to tangible change. Once you’ve pinpointed the root cause, it’s essential to act quickly and decisively to address it.
For example, if a reporting error was caused by inconsistent templates, standardise the format for all reports going forward. If approvals are delayed because they rely on a single decision-maker, delegate authority to streamline the process. These adjustments don’t need to be overly complex; often, the most effective solutions are the simplest ones.
Documenting the changes is equally important. Write down what went wrong, what was learned, and what has been implemented to prevent it from happening again. This ensures the lessons are institutionalised and accessible to others, especially in growing organisations where new team members need clarity on established practices.
Involve the Team in the Learning Process
Leaders often feel the need to shoulder the burden of mistakes alone. While it’s commendable to take responsibility, involving your team in the learning process can yield better outcomes. A mistake doesn’t just affect you—it impacts your team, and their perspectives can be invaluable in finding solutions.
For instance, if a compliance deadline is missed, hold a team discussion to understand the breakdown. Was communication unclear? Was the workload unmanageable? By allowing everyone to contribute to the conversation, you’ll not only uncover more comprehensive solutions but also reinforce a sense of shared accountability.
Moreover, involving your team helps reinforce the idea that mistakes are not just setbacks but opportunities for collective improvement. It turns a moment of failure into a chance for collaboration and growth.
Shift the Narrative: From Blame to Growth
Leaders set the tone for how mistakes are perceived within an organisation. If mistakes are met with harsh criticism or defensive behavior, employees will do everything they can to avoid them—including hiding issues until it’s too late. On the other hand, if mistakes are treated as part of the learning journey, employees will feel empowered to take calculated risks and own up to their missteps.
Share your own experiences with your team. Talk about a time when you made an error, what you learned, and how it improved your leadership or decision-making. This vulnerability not only humanizes you as a leader but also demonstrates that even the most successful individuals make mistakes.
One effective approach is to conduct a “lessons learned” session after significant projects. Discuss what went well, what didn’t, and what can be done differently in the future. Frame mistakes as a normal part of striving for excellence rather than as failures to avoid at all costs.
Create Systems That Support Resilience
Mistakes often highlight gaps in systems and processes. Use these moments as opportunities to strengthen your organisation’s infrastructure. Whether it’s automating routine tasks, refining approval workflows, or investing in training, every mistake provides a chance to build a more resilient organisation.
For example, if data inconsistencies caused financial errors, consider investing in better analytics tools or cross-training team members to improve oversight. If communication breakdowns lead to delays, establish clear protocols for updates and check-ins.
Mistakes can also be an opportunity to revisit your company’s culture. Are team members afraid to speak up when they see a potential issue? Do they feel overworked or unsupported? Addressing these deeper challenges can prevent future missteps and create a stronger foundation for your team.
Celebrate the Progress
Once changes have been made and the team has moved forward, don’t forget to acknowledge the growth that came from the mistake. This could be as simple as thanking the team for their contributions to the solution or highlighting the improvements made during a team meeting.
Recognising progress reinforces the idea that mistakes, while uncomfortable, are valuable steppingstones to success. It also motivates your team to continue approaching challenges with a growth mindset.
Final Thoughts
Mistakes can feel like high-stakes moments, but they are also some of the greatest teachers. By owning errors, understanding their root causes, involving your team, and making meaningful changes, you can transform setbacks into steppingstones for success.
Remember, leadership is not about avoiding mistakes—it’s about how you respond to them. With the right mindset and approach, every mistake can be an opportunity to grow as a leader and to build a culture that values learning and resilience.
So, the next time something goes wrong, take a deep breath and ask yourself, “What can I learn from this?” The answer might just be the key to your next breakthrough.