Photo: Vecteezy
Effective managers do a number of things exceedingly well. But they’ll be the first person to tell you they are not perfect. And they don’t expect you to be either. It’s precisely this quality of not being perfect that allows effective managers to create a safe space for their teams to make mistakes, foster a culture of discovery-based learning, and set individuals up to perform at increasingly high levels through continuous growth. Here, I highlight elements effective managers use to balance the tension between learning and performance.
Acknowledging the Learning Curve
Effective managers recognize that everyone, regardless of their level of experience, is on a continuous learning curve. By acknowledging this reality, they set the stage for a team culture that embraces mistakes as valuable opportunities for growth. Understanding that mistakes are a natural part of the learning process helps alleviate a fear of failure.
Framing Mistakes as Learning Opportunities
Rather than viewing mistakes as setbacks, effective managers frame them as learning opportunities. They help their team members understand that every mistake is a chance to gain insights, refine strategies, and ultimately improve performance. This positive reframing encourages a growth mindset, where challenges are seen as stepping stones to success.
Providing Developmental Feedback
Managers play a crucial role in shaping the aftermath of mistakes. Instead of focusing solely on what went wrong, effective managers provide developmental feedback, also known as Feedback For Growth, (see Drago-Severson’s work in Harvard Education Press here) that guides employees towards improvement. They offer insights, suggest alternative approaches, and highlight lessons learned, transforming mistakes into valuable learning experiences.
Modeling the Way Forward
Managers are powerful role models, and their approach to mistakes sets the tone for the entire team. Those who acknowledge their own errors and share their experiences of overcoming challenges help their team adopt a similar attitude.
It’s challenging for managers in social-sector organizations to deliver on the complex issues they face while supporting teams to keep pace. So, getting the balance of learning and performance just right is crucial. It’s important to remember that the path to success is paved with the lessons learned from our mistakes. And imperfect managers with a learning-orientation can help teams navigate their way to high performance.
