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This is how to not fail at failing
Destigmatizing Failure
Recognizing that failure is healthy and a normal consequence of working in a complex environment can help us look at failure as a learning process instead of dreading it. It also helps to let your failure(s) be out in the open, making them visible to yourself and others.
A public failure is a learning for all, as they learn to make errors and take ownership of their mistakes. Openly admitting your mistakes also sends out a strong message of your being courageous, humble and bold.
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Admitting Failure
Humans tend to blame mistakes on external events, circumstances and people. Admitting failure goes against our ego, as we think it exposes our incompetence, leading to potential loss of respect and self-esteem.
This makes us fear failure and highlights our tendency to attribute success to our efforts, and failure to circumstances.
Destigmatizing Failure
Recognizing that failure is healthy and a normal consequence of working in a complex environment can help us look at failure as a learning process instead of dreading it. It also helps to let your failure(s) be out in the open, making them visible to yourself and others.
A public failure is a learning for all, as they learn to make errors and take ownership of their mistakes. Openly admitting your mistakes also sends out a strong message of your being courageous, humble and bold.
Admitting Errors
Many mission-critical work environments report errors and mistakes on time. This is because the employees are allowed to commit and share mistakes, and report them without fearing that they will be sacked. This psychological safety is crucial to a healthy work environment.
It helps to know that failing is an inevitable part of our complicated working life, and aids our lifelong learning.
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The fear of regret
Being afraid of regret is a powerful driver of maintaining the status quo in our lives.
The “disposition effect”
It's a bias related to money and it describes how investors hold on tight to losing assets. The driving force behind this behavior is our fear of regret.
It shows we are very hesitant to sell an asset at a loss and we tend to hang on to it as it keeps dropping in value, hoping it will pick up again.
The “sunk cost bias”
When starting new projects, we tend to have high expectations of them doing well. We put a big amount of effort into them and even if see they don't go that well, we still choose not to opt-out. Instead, we hang on them longer, because we feel regret of leaving a project before it materializes.
We therefore fall into the trap of irrationally hanging on to it in order to avoid regret temporarily.
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Hack the 10,000 hour rule
This rule was developed by Anders Ericsson and popularized by Malcolm Gladwell and states that we need 10,000 hours of deliberate practice to succeed at anything.
This may create f...
Plus, Minus, Equal
- Plus: Find mentors, real (maybe someone from your work) or virtual (from books). Learn from someone with more experience than you.
- Minus: Explain what you are learning while you are learning it. Teach someone with less experience than you.
- Equal: Find people who love what you love and spend as much time talking about this shared area as you can.
Micro-Skills
Every skill worth learning has dozens of micro-skills.
List the micro-skills. Figure out what you are good at, what you are bad at, and how you can learn to be better at each.
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Do Less — Then Obsess
Top performers definitely focus on fewer goals — but they also obsess like crazy over them, to produce quality work.
That extreme dedication to their priorities creates extraordinary r...
Deliberate Practice In The Workplace
- Pick one and only one skill at a time to develop.
- Dedicate 15 minutes a day to reviewing your performance on a workplace skill.
- Isolate micro-behaviors. If you want to give a better presentation, break down what goes into a good presentation and set a goal.
- Get feedback. Ask people what you can do to improve.
Feel Passion & Purpose
- People think passion has to come from being excited about the tasks you perform. It doesn’t. There are 6 ways to derive passion from your work: Task passion, achievement passion, creative passion, people passion, learning passion and competence passion.
- Purpose is about creating value for others in a way that is personally meaningful to you. It's less about the actual tasks you perform and more about how you frame them.