By Zineb Kobi
The true passion of Zineb is the positive psychology or the science that explains happiness!
« The worst of errors to be made is to be always afraid to make an error» Elbert Hubbard
A person of my network showed on her profile LinkedIn this sentence which made me laugh: Essec and Failure, two primary schools!
For my part, I agree enough with this affirmation!
Beyond the witticism, I think sincerely that failure remains this day the best means to teach. I had, at the beginning, a bit trouble with this idea, but I ended up changing my perception.
Failure, it is not only to go bankrupt or to be laid off for serious error. But it is also the multitude of galleys that we meet in the daily. When I do not dare to ask a question because I am afraid of stupid paraitre. When I do not express my doubts on the viability of a plan. This provokes the enthusiasm of my team or that I do not attract an experience because I tell myself that it is beforehand lost. All these situations are chess which would have been able to be so much occasions to teach.
This is all the more harmful as we live these situations in the daily as well at home as in the office. For my part, I wondered: How to make a place of my firm where we promote failure and, as a result, where we multiply the opportunities of training?
I found answer in the notion of’ «psychological reassuring environment» which comes to us from Amy Edmonson, teacher de Leadership and Management to Harvard Business School:
Create a psychological environment reassuring within a firm, it is to make sure that your collaborators are sure that they will not punished, will not be criticised or humiliated to have shared their ideas, questions, preoccupation or errors. Since then, you liberate their energy and creativity and favour exchanges of ideas! What of better to improve their performance!
In order to do that, Amy Edmonson offers 3 small actions:
1. Qualify your jobs, whatever they are, of opportunity of training by stressing their uncertain characters
2. Reconnaitre your error-prone quoting as Manager
3. Ask questions and encourage the curiosity of the members of the team
Personally, I note one that my collaborators are more and more happy and sure of them as they “free themselves “. I stress the interdependence of the members of the team to instill a mind of responsibility.
To accept the echec, it means to abandon excellence under no circumstances. On the contrary! It is to make sure to be in the zone of training. A zone that prepares your teams the best for the best performances.
Beyond my teams, I watch to create this climate of training with the candidates whom I put at my clients’. For them, the zone of training can take form during trial period, period during which the stake of permanence of job can gain the upper hand on the taste of risk and desire to teach. To accompany them at best during this stage of training, I recommend them to go at the end of their ideas, because for a manager, it is better to have a team endowed with conviction ready to fail, than of transparent and passive collaborators.