So können Sie Misserfolge offen mit Ihrem Vorgesetzten oder Manager besprechen und behandeln.

"Failure isn't fatal, but failure to change might be" - John Wooden 🌟 Discussing Failures Openly with Your Manager 🌟 When you make a mistake, be open about it. Calmly explain what happened, focusing on what you've learned and how you'll improve. Stay positive and look for solutions, not blame. Ask for feedback and show you're committed to growing from the experience. Open, honest conversations build trust and help you improve. Remember, every setback is a chance to grow. Let's turn challenges into opportunities!

1. Prepare Yourself Reflect on the Failure: Understand what went wrong and why. Analyze the situation objectively and consider what could have been done differently. Gather Facts: Collect any data or evidence that can provide context and clarify the circumstances of the failure.

Openly discussing and handling failures with your supervisor involves honesty, accountability, and a proactive mindset. Start by acknowledging the failure and taking responsibility for your actions. Schedule a meeting to discuss the issue, ensuring a private and focused environment. Be honest about what happened, without making excuses. Explain what you've learned from the experience and propose a clear plan to address the issue and prevent future occurrences. Show a willingness to improve and ask for feedback or suggestions. Demonstrating transparency and a commitment to learning can turn a negative situation into an opportunity for growth and strengthen trust with your supervisor.

Choose the Right Time and Place Private Setting: Arrange a private meeting where you can discuss the issue without interruptions or distractions. Timely Discussion: Don't delay the conversation for too long. Address the issue while it's still relevant but after you have had enough time to reflect.

fundamental ser transparente y reconocer en que se fallo. es usual que esto pase pero nunca debemos tirar la responsabilidad a terceros. es clave hacerlo rapido para que no sea una sorpresa, y tambien entender bien como ese fracaso genero lecciones interesantes para la empresa.

Accept that failure is a part of life. Failures happen constantly whether we realise it or not - even this short paragraph was re-written, and despite being re-written still isn't perfect. Reflect on what went wrong but also utilise it as an experience to build from. At the very least you will have learned something from a failure- and this can guide you going forward.

Present a Plan for Improvement Outline Solutions: Offer concrete steps you plan to take to rectify the situation or prevent similar issues in the future. Seek Feedback: Ask for your manager's input and suggestions on your plan. Show that you value their perspective.

Follow Up Update Regularly: Keep your supervisor informed about your progress on the improvement plan. Seek Guidance: Continue to ask for feedback and support as you work on overcoming the failure.

Turning Mistakes into Growth: An HR Scenario Imagine an HR professional who mistakenly miscalculated employee benefits, causing confusion. Acknowledging the error, they promptly inform their manager, detailing the mistake and its impact. They explain their steps to rectify the issue and prevent recurrence, such as implementing a double-check system. Seeking feedback, they ask for additional training on the benefits system. By taking responsibility and showing initiative, the HR professional demonstrates growth and dedication. This approach not only resolves the immediate problem but also builds a stronger, more transparent relationship with their manager, turning a setback into a valuable learning experience.

One other element that can be considered is cultural aspects (wether organisational or social) such as whether the ‘saving face’ culture is high, or whether it’s a high transparency culture within the company, or even worse, blame culture. This will be the angle where immediate reporting managers will need to adjust in how they communicate and relate. We all have made mistakes, remember how it feels and understand that person in-front of you who has done 50% of the work by admitting his/her part. Understand the values that they grew up with and adjust the level of empathy(and firmness). Goal would be to instill the trust that admitting a mistake will not make you a failure or a fool. Learning from the mistake is essential though!