Anyone with responsibility - including yourself - must accept their failures. However, to motivate effectively you need a culture in which no blames is laid for failure. Errors should be recognized, then used to improve chances of future success.
ACCEPTING RISKS
Management by motivation hinges on delegation and runs two risks: the delegate entrusted with the mission may fail; and the task may fail. To maximize chances of success, you must understand the nature of true risk. This should be a calculated step, not a gamble. Ensure the delegate is fully briefed before starting the task. Assess the situation, and take action only when the possible and probable outcomes have been systematically weighed and success appears extremely likely. Anything less is generally poor management.
LEARNING FROM MISTAKES
The lessons of failure are valuable, not only to the individuals involved, but also to the organization. Discuss the reasons for failure, so that you can eliminate them and strengthen the platform for success. taking a constructive and sympathetic attitude to failure will motivate and encourage staff. If you choose to punish failure or motivate by fear, you will not create lasting success. However, make it clear that tolerance of error has its limits. Repetition of the same error is inexcusable, since it shows failure to learn from mistakes.
USING ACTION REVIEW
Action review is the process of systematically reviewing the success or failure of any project in order to learn from mistakes. The selected participants in the review agree on the lessons to be learned these are pit on record and circulated to everyone involved in the project, helping to establish what went right and what went wrong, and reasons why. Use action review to inform staff what they should and should not do in future, and to spotlight the parts of the system that are in need of reform.
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