Error culture in companies: What does error culture mean?


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Text comes from: Die Macht der versteckten Signale: Wortwahl - Körpersprache - Emotionen. Nonverbale Widerstände erkennen und überwinden (2014) by Dr. Gabriele Cerwinka, Gabriele Schranz, published by Linde Verlag, Reprints by friendly permission of the publisher.
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What is the concept of “error culture”? The term “culture” clearly indicates that there is more to it than just a few checklists and quality assurance measures. What does that mean exactly?

Error culture in companies: What does error culture mean? Fehlerkultur001

Here writes for you:

Gabriele Schranz SchranzGabriele Schranz is a shareholder of Schranz and Cerwinka OEG; Vienna - Zurich.

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Here writes for you:

Dr. Gabriele Cerwinka cerwinkaDr. Gabriele Cerwinka is a shareholder of Schranz and Cerwinka OEG.

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definitions

The UNESCO-defined culture in the World Conference on Cultural Policy in the year 1982 as follows:

“Culture in its broadest sense can be seen as the entirety of the unique intellectual, material, intellectual and emotional aspects that characterize a society or a social group. This includes not only art and literature, but also ways of life, basic human rights, value systems, traditions and beliefs. ”

The term culture is derived from the Latin “cultura”, which means cultivation, cultivation, agriculture, and in the broadest sense includes everything that man creates himself - in contrast to the nature he did not create and change.

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Characteristics of a conscious action

An error culture is, therefore, a conscious way of dealing with mistakes within a human community. It manifests itself in the way in which all participants perceive, evaluate and react to faults.

A basis for this are norms and values ​​that represent the cultural basis. Only if these norms and values ​​are firmly in place Company The emergence of a positive culture of error has a chance.

Norms and values ​​as the basis of error culture

Just about every management theory claims to have its own mental attitude and inner values ​​as a basis. But this hardly applies to another as well as to error culture as part of a management theory.

Here, all parties involved demand a diametrical rethinking of the inner attitude that has been learned since childhood. Failing to perceive mistakes negatively and with fear is a challenge that should not be underestimated. However, those who are not prepared to break away from these old patterns will hardly be able to live a positive error culture.

Mistakes from which the team learns

The professional behavior is strongly influenced by learning at the workplace. For example, the more confident that the instructor or supervisor responds to a mistake, the more the learning potential is strengthened. Here it is decided whether the mistake is seen as a learning opportunity for all in the team or not.

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Therefore, trainers, managers and immediate supervisors must not only have knowledge of mistakes but also a high level of competence in the action strategy in error situations.

Improve economic success

From our point of view, a correct action strategy in the team has a direct impact on the economic success of a company.

The more workflows are designed efficiently, idle runs avoided and sources of error are discovered, the more professional the company appears from the outside.

Branch-specific errors

Each team and industry has its own source of error, so it is essential to quickly see, edit, and avoid these branch-specific errors in the future.

In some teams, a single mistake causes the bureaucracy to be intensified. An error when placing an important document leads, for example, to the fact that in the future copies will have to be stored in all possible places both electronically and hardcopy.

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Consult the survey

In this way an immediate search should be made possible. This costs a lot more time in the team and the searchability will not get any bigger.

Therefore, you should ask the team how many times a mistake has occurred and whether it is system-immortal or caused by carelessness and the lack of concentration of an individual.

In the case of an error in the team as a team leader, proceed as follows:

  1. Clarify your own role: What is my job? What do the other team members expect from me? How do I see my role?
  2. Analyze the situation and identify the typical risk patterns for your team.
  3. Formulate possible solution strategies and illustrate the usefulness of the individual strategies for the entire team. Request solutions from the affected parties.
  4. Conduct clarification talks with all affected team members.
  5. Inform all team members and make the further steps transparent to all.


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