The goal for most learning and development teams is to build a successful learning culture, as it would give the business more benefits than ever before. According to L&D Leader Britt Andreatta, in her LinkedIn Learning course, a key aspect for the company is to embrace the right kind of failure. She also stated that one could not have a positive and vibrant culture of learning if one does not also have a safe culture for taking risks and making mistakes. Further supporting Andreatta’s statement, this article will explain building a learning culture by embracing failure.

The Fixed and Growth Mindset Differences

Change can only begin to take shape if awareness is present. Learning and Development (L&D) teams should always communicate to everyone about the difference between a fixed and growth mindset. In-person training or online communications are a good way to make everyone feel engaged by L&D teams. A fixed mindset person will believe that their talents are ingrained and cannot be improved further. On the other hand, a growth mindset person believes that their talents can always improve to greater heights. This means a growth mindset person would always strive and become better at what they do, as they don’t believe in limitations. Doing this will make people understand their mindset and encourage them to keep growing. In essence, having a growth mindset will make one accept failures gracefully and constantly learn from past mistakes.

Risk Safe Environment

Mastering a certain skill or ability means that a person would stumble from some kind of failure. A growth mindset person would become more motivated to overcome the challenge. However, a fixed mindset person would have difficulty coping. Andreatta stated that most fixed mindset folks are anxious about making mistakes. So to overcome their natural hesitation, you have to intentionally create an environment where mistakes are valued for the vital role in growing and improving. Creating such an environment will encourage them to conduct a collaborative learning session to improve themselves and tackle future failures with pure determination.

Acknowledge and Reward

The final piece for building a learning culture by embracing failure is acknowledging everybody and rewarding them for their efforts. Performance reviews based on the new skills people learned in the past year can become a great tool. Whether they learn a new skill set or push themselves to achieve a certain goal should always be rewarded.

In Conclusion

Failure has different kinds of forms, and stumbling upon it is inevitable. It all comes down to whether one wants to learn from it and become better or be consumed by it.

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