Error culture in companies: 12 tips for the success of the new culture



Previous PartNext part



We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Reprint: This text is from the book "Die Macht der versteckten Signale: Wortwahl - Körpersprache - Emotionen. Nonverbale Widerstände erkennen und überwinden (2014)""" from Dr. Gabriele Cerwinka, Gabriele Schranz, published at Linde Verlag, and was left to us for reprint.
Copyright: Artwork created as part of a free collaboration with Shutterstock. ,

The Executive even the philosophy behind the error culture has to live visibly with full conviction!

Error culture in companies: 12 tips for the success of the new culture change

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!


More knowledge - Podcast, PDF download, eCourse or personal advice

Here writes for you: Dr. Gabriele Cerwinka is a shareholder of Schranz and Cerwinka OEG. Profile

From the author:

Best of HR Berufebilder

Read


Best of HR Berufebilder

Read


Best of HR Berufebilder

Read


Here writes for you: Gabriele Schranz is a shareholder of Schranz and Cerwinka OEG; Vienna - Zurich. Profile

Willingness to think about your own leadership

Overview

If there is a willingness to reflect on one's own leadership and conflict understanding, the leadership must be aware of what can actually contribute to the success of a new fault culture.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

The required model function can only be fulfilled if the executive is convinced inwardly of the aims and advantages of a constructive error culture. To do this, you need to query some learned values.

Detect the status quo

Overview

Result of this phase is the statement, how the current error culture in the Company is handled. Most participants at this point in the process are already aware of how much room for improvement there is in this area.

This awareness is already the first step towards change. Only those who are aware of the current weaknesses and the advantages of a change in the course of the trade will understand the new values.

Clear text in the team

Overview

Once the causes have been researched and the appropriate measures have been defined, it is necessary to talk to the team in plain text and not to gloss over anything. Missing personal sanctions do not constitute an invitation to make mistakes.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

Everyone in the team needs to be aware of the implications of mistakes and the importance of action taken. Each affected person must do his part to a gradual improvement process.

Communicate consequences

Overview

If the mistake is repeated because the measures adopted have not been implemented, the consequences must all be communicated unequivocally.

According to our experience, the rules of the game must be constantly updated and anchored in the consciousness of the employees.

gain trust

Overview

This communication process must be complementary to all other measures. If necessary in the event of a fault, a professional communication to the outside is to be ensured in order to regain any lost trust.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

When all measures have been successfully implemented and the guidelines for the future have been determined, it is important to ensure that a mistake is really "ticked off" by all participants.

Creating a positive culture of error

Overview

How can a positive culture of mistakes be "created" and integrated into everyday business? First of all, it is crucial to integrate all managers. The first phase of the introduction must be top-down.

Only when all managers are convinced of the meaningfulness of a conscious fault culture, the project has a success.

Understand the values

Overview

Company managers must stand behind the concept and internalize the values. This is the only way they can live up to these values ​​and communicate them credibly to the rest of the staff.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

Externally moderated events in which all executives are involved have proved their worth. First of all, the principles of the error culture and the integration into the overall corporate concept are explained in such workshops.

12 tips for the success of a new error culture

Overview

First and foremost, it requires a rethinking in the assessment of employee misconduct, which is to be expressed through communication:

  1. Errors do not relate to the person and thus to their self-esteem, but to their actions.
  2. Errors provide important information for a further development of the company.
  3. Mistakes change and a higher level of effort - energy that is otherwise wasted on hushing up.
  4. A false, reckless reaction to an error can lead to lengthy construction work.
  5. Clear excuses for emotional reactions are required.
  6. The inadequacy of employees is to be accepted as a fact, the positive must be encouraged, in order to push the negative back.
  7. The initial action should always be positive or neutral - the focus is on a clear separation between emotion and thing.
  8. The first question must always be: "Since when do you know about the mistake?" The question of a specific point in time directs the conversation from the emotion to the situation and makes clear that the rapid reporting of errors is at the center.
  9. The management level must give the employees a certain amount of time to get used to the new rules of the game.
  10. It has to do some convincing work: what is the benefit of each individual employee from a new fault culture?
  11. Improvement proposals must be evaluated by the leadership independently of the person and their position in the company.
  12. Valuable communication is the basic condition - even if the improvement proposal can not be implemented.


More knowledge - Podcast, PDF download, eCourse or personal advice

Overview


Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).

3,35 Book now


Listen to Podcast & Download MP3: You can listen to this text for free, as member even without annoying popup, or download the MP3 for a fee - Read usage rights, After the purchase page refresh, then you will find the download link here. Because we do not automatically submit the title of this podcast for privacy reasons: When buying in "interests" the title register if support is needed.

3,35 Book now


Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

16,20 Book now


Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

149,99 Book now


occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  3. Debates per eMail subscribe (add link here!)
  1. Mary Stahl

    Fault Culture in Business - Part 18: 12 Tips for the Success of the New Culture - #GoogleAlerts

  2. Andreas Löchte

    RT @Berufebilder: Error Culture in Business - Part 18: 12 Tips for the Success of the New Culture -

  3. Competencepartner

    Fault Culture in Business - Part 18: 12 Tips for the Success of the New Culture: The Leadership ... #Profession # Education

Post a Comment

Your email address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.