Very similar to Beg Forgiveness Cards—
How about creating an awards program in your group specifically to highlight failure.
Celebrating success is great, but celebrating failure could just lead to better success.
What else do you need to celebrate in your group to help entice more of that behavior?
Getting your team to believe that failure is an option or that taking prudent risks are OK is sometimes hard. Most people in a work environment are trained to believe that things need to work out correctly all the time.
If you’re trying to get your team to live into the phrase “beg forgiveness rather than ask permission” maybe you can help accelerate their adoption of this with “Beg Forgiveness Cards.”
Think of little business cards that simply say “I took a risk and it didn’t work out. I am begging for forgiveness.”
Give out 2 or 3 to your team per year as a way to signal that they have a free pass to try something they think is risky, even if it does fail. Maybe even include a line on the back like “and the thing I learned was ______.”
This shows that even when someone messes something up they can learn from it as well. After some time, you can display the collected cards for everyone to see what was learned and increase the overall risk tolerance of your group.
What other types of cards could people use at your office? What could this little piece of “permission” unlock in your organization?
Are you taking the right risks in order to progress your career and your opportunity for learning?
When looking back at your career, can you remember the times where you were nervously excited because of a decision you had to make? Originally, I was going to call this post “measuring your career by gut wrenching moments” but I wanted to make the clear distinction between the negative insinuation of gut-wrenching vs. the positive excitement of nervousness, even though the right level of nervousness can still make your stomach churn.
When I’ve switched roles in my career I experienced a wide range of nervous excitement that occurred with every opportunity–all the way from zero to that feeling you get when you are sitting in the first car of a roller coaster and are about to take off.
Looking back, I can say that the times where I’ve had the highest levels of nervous excitement are the opportunities that generally led me to places of great learning and growth.
At first, it was hard to make decisions that generated a positive uneasy feeling. That feeling made me question the opportunity and take a harder look. Over time–thanks to the impact, learning, and growth from those decisions–I’ve learned to embrace that feeling and take it as a good sign.
Secondly, I examine what it is about certain activities, jobs, or project opportunities that generates that feeling, compared to the seemingly same activities or opportunities that don’t give me that feeling so I can be more aware of what motivates and interests me. It’s interested to discover which opportunities initially interest me vs. ones that don’t. I’m learning more about what drives me and where I can have the most impact.
So, how many times have you been nervously excited by an opportunity? How did it turn out? Even if it didn’t work out great, did the learning from that help in the long run? Could you base your next career move off of what scares you?