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Text comes from the book: “The power of hidden signals: choice of words - body language - emotions. Recognizing and overcoming non-verbal resistance ”(2014), published by Linde Verlag, reprinted with the kind permission of the publisher.

Here writes for you:

cerwinkaDr. Gabriele Cerwinka is a partner at Schranz and Cerwinka OEG and has many years of professional experience as a board secretary. After studying vocational education and communication sciences as well as international human resource management / organizational development, she has been a freelance consultant and coach for personality development, communication and office management since 1993. She is also a specialist book author and university lecturer.

schranzGabriele Schranz is a partner in Schranz and Cerwinka OEG; Vienna - Zurich. After studying business administration in Vienna, she worked in management at the Berlitz language school in Vienna. Since 1993 she has been an independent trainer and consultant for communication, professional appearance, process optimization and personal development. She mainly oversees projects in the service, doctor and assistant areas as well as communication in hospitals. She also works as a university lecturer and has already written numerous specialist books on the subject of office management and professional communication.

Make mistakes, but still find the courage to come up with new ideas

A company in which the individual employee is not immediately sanctioned if a mistake is made, promotes the introduction and implementation of new ideas.

Fehlerkultur008

Error culture as an “open access” concept

Error culture as an “Open Access” concept enables everyone to participate in the resulting knowledge. Overload is prevented:

The constant change that is required of all companies easily leads to an often permanent overload of the individual due to constantly new processes, new procedures, new technologies and changed regulations.

Breathing breaks for the brain

This overloading of human beings and often also machines leads, as a matter of experience, to false performances, to demotivation, even to illness and total failure.

A suitable fault culture recognizes these dangers in a timely manner and ensures adequate buffers and dips through a kind of early warning system.

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It also ensures that sufficient training measures ensure that employees are equipped with the necessary know-how for change.

Employees dare to go new ways

At all levels, people dare to make courageous decisions, to go new ways and to realize visions.

They act from the reliable knowledge that also and particularly setbacks serve the company's progress and future-oriented future.

Future visions

Only those who dare to break new ground, and who are ready to go a detour, will secure the future of their company.

The big changes that companies are facing today require courageous and visionary people who act without fear in the context of positive error culture.

Fault culture creates trust

Those who act suspiciously will protect themselves repeatedly and everywhere and avoid any risk. Who, then, should something still go wrong - and it does it again and again - immediately seeks a culprit, heightens this mistrust.

This creates a climate of mutual suspicion, which affects all those involved. However, those who openly and constructively deal with the mistakes, no matter who they are, creates and strengthens the mutual trust of the employees among themselves and also between the hierarchical grades.

Real proximity to the customer

Trust is the best basis for an efficient and satisfactory teamwork. A positive culture of error, however, also creates trust in the outside world. Customers and the public are very aware of how a company reacts to errors.

Often, the correct reaction to a complaint from the outside strengthens the confidence more than if an error had never occurred. Only in the event of damage does the true customer proximity prove itself.

All are involved

In a positive culture of error, everyone involved in the performance process is involved. Everyone introduces his observations, unimportant is who first discovers an error.

The recognition that everyone is important in the service delivery chain, so everyone has the opportunity to contribute to error prevention, encourages appreciation and team understanding.

Fault culture is a characteristic of the entire company

Today employees are not only satisfied with nice words. You register exactly whether the beautiful words are followed by deeds. Phrases like "We focus on people" can be found in almost every company philosophy.

But what is really behind this flop? How is the company actually being bypassed? Nowhere else can the implementation of this principle be as good as to deal with critical situations, with errors and weaknesses.

Preach water, drink wine?

Those who preach tolerance and openness to mistakes, but who immediately initiate “public criminal proceedings” with the slightest inattentiveness of the employee, will hardly create a climate of openness and positive handling of mistakes.

However, anyone who cultivates an active and positive culture of error lives this sentence and will also convince his employees. This, in turn, will contribute to the motivation and therefore the increase in performance.

How the company deals with mistakes shapes the overall corporate climate, and above all, it is the management's responsibility.

Tools that help

Once a company has decided to introduce an error management or a deliberate error culture, it is necessary to define the appropriate instruments.

From our point of view the following tools are helpful for error management in general as well as in particular for a good error culture:

Definition of errors and tolerance ranges

For all employees it must be clarified what is meant by an error. For this purpose it is necessary to set standards for all relevant processes and to describe tolerance ranges (see Fig. 2).

When is there an error? The collection and analysis of the errors only makes it clear to everyone involved what is to be understood as an error Sense, The criteria for this should be as comprehensible and measurable as possible.

Clarify the legal framework

This requirement is a challenge in the so-called “soft areas” such as customer service.

If an error has occurred, this often leads to legal consequences. Therefore, it is essential for all parties to know these consequences or to know where information is to be provided when necessary. Misconceptions and misinterpretations of the legal situation are thus to be protected.

Find out more - our books on the subject

5 answers to "make mistakes, but still find courage to come up with new ideas"

  1. Mats says:

    #Fault culture in companies creates new ideas, trust and much more: via @Berufebilder

  2. The talent workers says:

    RT @matsblog: #Culture of errors in companies creates new ideas, trust and much more: via @Berufebilder

  3. new advice says:

    RT @jobcollege: Error culture in companies - Part 8: Courage to come up with new ideas: A company in which the individual ... # B ...

  4. Competencepartner says:

    Error culture in companies - Part 8: Courage to come up with new ideas: A company in which the individual ... #profession #education

  5. Markus Wendt says:

    Why #trust and #error culture are the basis for #innovation. - How true! via @Berufebilder

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