Comments on: How Can Companies Learn From Failure?

By: Ann

Ann — Sat, 05 Sep 2009 17:21:18 +0000

MY first question would be:
What was the nature of the failure…
Just as Bill Moran pointed out in his previous post.
Along with his thoughts I would like to point out the need to align your team with a set of ethics ones that are aligned to Company policy. Let’s face it short cuts can cost you your business…

By: Bill Moran

Bill Moran — Tue, 25 Apr 2006 08:53:50 +0000

Sometimes people will be alienated. It’s a fact in life. People will make mistakes that’s what happens when they do things that they (or sometimes any one else) have ever done before. And sometimes there’s failure.

If you’re having a mature discussion with a team about failure fingers can be pointed. That’s reasonable, but I think it needs to be framed correctly. What was the true cause? It’s normally deeper than someone just failed. They failed because they didn’t have information or training or because neither of those things were available. Maybe their hands were tied by policies. Maybe their perspective of the world kept them from seeing the problem in the proper light. The only things I can see where someone would be alienated and it can’t be explained away as an exercise in training is laziness or poor interactions with their peers. (of course it’s 3am, I’ll think of more in the morning) And if that’s the case, then in could be terminal, and I doubt you’d want that person on the next team anyways.

-Take care.

By: Peter Begley

Peter Begley — Tue, 25 Apr 2006 08:50:00 +0000

I think one of the best methods to build from failure is to create an environment and culture that embraces it. I know that sounds a bit fluffy, but what I take it to mean is that the organization, group, team, etc. completely buys into the “learn from failure” ideal. I would argue that part of completely buying into it is taking on personal accountability. What’s wrong with someone being the focal point of failure if they were in fact a root cause? The obvious answer is that it creates discomfort and possibly churn, but if managed correctly (leading back to the overall culture), you can have accountability with constructive conflict. People will certainly feel singled out, but if the right culture is present, they will also feel supported and subsequently grow from the experience.

I’ve experienced this in short bursts, but never over a long period of time. That said, I am confident that if the right culture and commitment are created, it is definitely possible to have continual growth and positive experiences from failure.

By: Diane Ensey

Diane Ensey — Mon, 24 Apr 2006 19:05:09 +0000

Since the dot com crash it seems like tech businesses are somewhat more like real business, with real consequences for failure. I’m not sure this trend is good for tech, or any business which depends on R&D because it inhibits innovation.