In many organizations – mistakes are hidden or covered up.

Those that do leak out…well….

You didn’t hear this from me but did you hear about what so and so did? Maybe he’ll finally get the boot this time.

Oh really? I heard it was his fault? Well – all I know is that I had NOTHING to do with it.

And thank goodness for that! I have enough problems of my own. Speaking of which – I’d better go clean ’em up right now before someone else stumbles across them. You know who I mean!

Is that the way people discuss mistakes in your organization?

Is there any benefit to that approach besides giving Gabby Gossip and Nosy Nelly something to talk about?

More valuable benefits can be gained – benefits that serve to boost morale, productivity and profitability – through open communication about the mistake, the solution and steps for future prevention.

If people aren’t talking openly about mistakes and mistake management in your hallways and conference rooms, maybe you’ve done something to shut them down.

Or maybe not.

Maybe they’ve just come to you with the pre-conceived notions and perceptions and habits that most people have about mistakes and how to handle them. And maybe they would be open to another way if you gave them an encouraging nudge or two.

You could do some of this at your next staff meeting.

For example, you could tell them that this is Mistake Management Month and you want to celebrate it. Before doing this, I suggest you read or re-read Celebrating Mistakes. If desired, you could even read the article to them at the meeting. Or you could send the link and ask them to read it in advance of the meeting.

In addition, you could share some of the mistake stories shared in subsequent Mistake Management articles.

You could explain that you’d like Mistake Management to be a regular agenda item at future staff meetings and that you hope people will talk about mistakes made and how they’ve managed them. Or ask for input from other staff members if the solution is still being created and/or implemented.

Bolder action might be needed to help them be bold enough to bust through the old notions, perceptions and habits of mistake management. Bold action like…telling them about a mistake you made in the past, how you handled it and how you and others got “full” benefit.

There is something about hearing a true confession that makes it easier to share one. Maybe not today. But maybe next time.

copyright 2009 – Jan Bolick, Business Class Inc