'Some achievements are actually disasters in disguise.'
is paramount for future success. And yet, focusing too much on understanding past failures can unexpectedly reinforce mistakes, creating the illusion of learning rather than enabling real improvement. So what does it take to glean accurate, actionable insight from a post-mortem?exploring the hurdles associated with learning from experience, we identified three common traps that leaders fall into when analyzing failures.
Sounds reasonable enough. But what if it turns out that the majority of the 75% of employees who have been successfully hitting their quotas also aren’t using the note-taking tool? Without analyzing the successes along with the failures, you might not realize that this is a trait that’s common to both — and if that’s the case, then the costly interventions would likely not solve the problem.
Similarly, it may be the case that some poor performers actively participate in monthly review meetings and some don’t, but that almost all high performers do. If such behavior isn’t required, this too might go unnoticed, especially since “lack of active participation” isn’t a trait that’s shared by most under-performers.
This starts with explicitly defining what failure and success mean in a given context, with respect to both visible outcomes and the sometimes-hidden processes that drive those outcomes. Then, based on these working definitions, managers can identify small yet representative samples of failures and successes, and look for differences between the two — not just patterns within one group or the other.
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