Here's how you can openly discuss and handle failures with your supervisor or manager.
Discussing failures with your supervisor or manager can be challenging, but it's a crucial part of professional growth and performance management. When you encounter setbacks, it's important to approach the conversation with a constructive mindset. This article will guide you through the process of openly discussing and handling failures with your superior, ensuring that you can turn these experiences into opportunities for learning and improvement.
Before you approach your supervisor, take time to reflect on the failure. Understand what went wrong and why. This self-assessment is not about assigning blame but about gaining clarity. By being prepared, you can present the situation factually and objectively. Acknowledge your role in the outcome and consider what could have been done differently. This preparation shows that you are proactive and committed to personal development, which can set a positive tone for the discussion.
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Anamika -
Human Resource Manager || IIM-Calcutta Alumnus || LinkedIn Top HR Voices || Motivational Speaker || Soft skills trainer || HR Development || HR Leader || ESG Enthusiast
"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!
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Wafaa Mohammad Bahbah
Business & Executive Coach | Stress Management Expert | ICF Certified | Leadership & Performance Development | Helping C-Suite & Team Leaders Achieve Objectives by Tailored Coaching Strategies | 99% Client Satisfaction
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.
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Sion Rees
Director, Coach, Construction Professional
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.
It's important to schedule a dedicated time to discuss the issue with your supervisor. Don't spring it on them unexpectedly. By setting a meeting, you demonstrate respect for their time and ensure that both of you can have a focused conversation without interruptions. When requesting the meeting, be clear that you want to discuss a specific challenge you've faced and that you're looking for guidance on how to move forward.
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Wafaa Mohammad Bahbah
Business & Executive Coach | Stress Management Expert | ICF Certified | Leadership & Performance Development | Helping C-Suite & Team Leaders Achieve Objectives by Tailored Coaching Strategies | 99% Client Satisfaction
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.
Maintain a positive and constructive attitude during the conversation. Instead of dwelling on the failure, focus on what can be learned from it. Emphasize your willingness to improve and ask for feedback on how to handle similar situations better in the future. A positive approach will help create an environment where both you and your supervisor can engage in open and productive dialogue.
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Jose Antonio Iturriaga Travezan
Group CEO @ Grupo Efe | Kellogg CEO Program
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.
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Nick Turner
Organisational Development Business Partner
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.
Active listening is key when discussing failures. Give your supervisor the space to share their perspective and take their feedback seriously. Listening attentively shows respect for their expertise and demonstrates your commitment to learning from the experience. Remember, the goal is to gain insights that will help you grow professionally, not to defend your actions or assign blame.
Work with your supervisor to develop a plan of action for avoiding similar failures in the future. This might include additional training, more frequent check-ins, or new strategies for managing your workload. Having a concrete plan gives you a clear path forward and shows your supervisor that you are serious about making improvements.
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Wafaa Mohammad Bahbah
Business & Executive Coach | Stress Management Expert | ICF Certified | Leadership & Performance Development | Helping C-Suite & Team Leaders Achieve Objectives by Tailored Coaching Strategies | 99% Client Satisfaction
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.
Finally, follow up on the conversation by taking action on the plan you've developed and keeping your supervisor informed of your progress. This demonstrates accountability and shows that you are actively working on enhancing your performance. Regular updates can also provide opportunities for ongoing feedback and support from your supervisor.
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Wafaa Mohammad Bahbah
Business & Executive Coach | Stress Management Expert | ICF Certified | Leadership & Performance Development | Helping C-Suite & Team Leaders Achieve Objectives by Tailored Coaching Strategies | 99% Client Satisfaction
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.
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Christo Fernandes (He/Him)
Head- HR at ACSII
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.
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Nurazleen Zain-Goburdhun, SPHRi
CHRO and Subject Matter Expert
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!