Throughout the years of leading my organisations, I’ve always been intrigued on how  employees handle mistakes.

Before you dismiss this article and think that I’m a draconian boss, ease up. No one is infallible. Mistakes are bound to be made. I’m no exception myself. I make a ton of mistakes and I continue to do so.

It is how an individual deals and accepts their mistakes that determine their progress. I love the quote by Henry Ford who said, “Failure is simply an opportunity to begin again, this time more intelligently.”

Mistakes give us clues on how we should navigate to achieve our goal.

Here are 3 ways that I know will help you grow as an employee and be an asset to your organisation:

1. Admit mistakes fast.

If you have made any mistakes at work, the first thing is to admit them. By admitting it, you are showing that you are a matured employee who is more focused on the well-being of the organisation rather than your emotions. This takes courage and is something to be commended.

You may receive some kind of reprimand, but that does not mean your value is any lesser in the eyes of your superiors. A simple analogy might help. When your superior reprimands or coaches you through your mistake, understand that he or she is helping you to be better in your role within the organisation. It’s got nothing to do with your identity as a person. Too often, I’ve seen employees who take constructive feedback a little too personal and think that it’s an attack on their identity as a person.

Don’t let this be you.

All bosses appreciate truth and honesty. The gravest mistake is to lie. No one learns and the organisation is all the poorer for it.

2. Accept responsibility.

After admission, accept the responsibility to make things right. It is not a mere “Sorry, I will correct this”, but a “Sorry, I will correct this and develop a process to avoid this mistake in the future”.

Everyone can correct a mistake, but taking a step further to ensure that the mistake will not be repeated again is not something everyone can achieve. As leaders, we need to cultivate a culture where mistakes are acceptable but avoiding responsibility is not.

Employees have a fear of committing mistakes because companies frown upon them. This creates a negative cycle because employees harbour a perception that their value is instantly depreciated from mistakes. Instilling a healthy culture where mistakes are ok will not only encourage employees to take up more responsibilities, but push the entire organisation forward faster because of it.

3. Don’t dwell on negative emotions.

The human psyche is built to pursue pleasure and avert pain. This is why no one likes to experience negative emotions and reinforces the notion on why people in general avoid owning up to mistakes – because of shame and embarrassment.

A beautiful story is told of two traveling monks who reached a town where they saw a young woman. The rains had made deep puddles and she couldn’t step across without spoiling her silken robes.

She stood there, looking helpless. The younger monk noticed the woman, said nothing, and walked by. The older monk quickly picked her up and put her on his back, transported her across the water, and put her down on the other side.

As they continued on their way, the young monk was brooding and preoccupied. After several hours, unable to hold his silence, he spoke out. “Physical contact is forbidden between monks and women. Why did you carry her?” “I set the woman down hours ago,” the older monk replied. “Why are you still carrying her?”

Isn’t that the truth? Stop carrying your negative emotions. Let them go fast.

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