If your organisation operates in the same way this year, as it did last year, you’re not learning fast enough!
There are two key criteria that must exist if we are to be able to learn and have fun together:
- We must allocate the time to learn and have fun. This means that the available time for delivery and support activities needs to reduce. We cannot ideate or analyse what is/is not working and apply corrective actions if we are already working at maximum capacity each week.
- We must build a culture of psychological safety. Psychological safety is a belief that no one will be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.
When team members feel compelled to share an idea for improving performance, they frequently do not speak up because they fear that they will be harshly judged for ‘rocking the boat’. When psychological safety is present, team members think less about the potential negative consequences of expressing a new or different idea than they would otherwise. As a result, they speak up more and are motivated to improve their team or organisation.
This has been described in other ways such as ‘failing fast’, or ‘failing forward’, all of which identify that it is ok to fail, as long as we openly share why, and learn, so that we cannot fail the same way twice.
Benefits
- Increase in successful innovations
- Increase in Net Promoter Score (or Customer Satisfaction)
- Reduction in attrition rate (Customer, Team, Leader)
Critical Success Factors
- Reduction in the available hours for delivery and support activities
- Implementing lessons learned means changing the status quo
Governance
Value Stream
