Friday, Aug 17 2018

How Google Learns from Failure and Why You Should Do This Too

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Google Learns from Failure

 

While the term “postmortem” may conjure up some grisly images, that is the word Google decided to assign to its process of assessing its failures to allow them to make improvements. It involves an internal process of documenting mistakes and analyzing missteps so that the company can learn from these errors.

 

Ultimately, any organization can embrace Google’s approach, allowing them to benefit from this tried-and-true system. If you are ready to see your failures in a new light, here’s how to get started.

 

Identify the Most Significant Problems

Not every incident is as serious as others. When you want to focus on improvements that provide the most value, it’s wise to focus on issues that are genuinely important.

 

To determine which events qualify, you need to define what constitutes a major problem for your company. This may include evaluating the potential ramifications of an incident, ranging from the level of impact the organization feels to how it affects customers, as well as how severe the long-term implications are should the issue remain unresolved.

 

Document Everything

Creating a written record of the issue is a critical part of the process. It allows you to review precisely what occurred, what led to the problem, how it was mitigated, and the final resolution. Then, you can focus on defining steps that can prevent the misstep from reoccurring in the future.

 

If you want the documentation process to be successful, it’s wise to gather input from all involved parties. This ensures you get a complete picture of the incident as well as the perspectives of anyone who worked on the matter.

 

It also allows every team member to reflect on the scenario, which can potentially lead to additional insights that weren’t clear during the height of the incident. The process can be a little time-consuming, but it is worth it in the end.

 

Focus on Growth

When something goes wrong, it’s easy to play the blame game. After all, no one wants to believe they are even partially responsible for what occurred.

 

However, focusing on blame isn’t constructive. It creates an environment that is based on fear as people work to dodge any repercussions.

 

Instead of allowing blame to dominate the conversation, shift the discussion to a more constructive place by making growth the priority. This will enable you to reframe the incident as a chance to improve instead of as a setback.

 

Additionally, when you remove blame from the equation, your team will be more likely to admit their mistakes or failures, increasing the odds that you’ll be able to learn from the entire situation. Leaders also need to be honest about their errors. Otherwise, your employees won’t be as open.

 

By following the tips above, you can use Google’s approach as a positive example for addressing problems as they occur. If you would like to learn more, the professionals at The Armada Group can help. Contact us today to speak with one of our knowledgeable staff members and see how our expertise can benefit you.