How can organizations learn from mistakes and develop a learning culture?
A few observations based on my experience over the last 15 years at @WorldBank and other large organizations and some inspiration from @AmyCEdmondson’s research at @HarvardHBS. /1
A few observations based on my experience over the last 15 years at @WorldBank and other large organizations and some inspiration from @AmyCEdmondson’s research at @HarvardHBS. /1
More than a decade ago, I worked at the @WorldBank on using independent #evaluation results to inform future #strategy and #management decisions.
A big part of my job was to rethink & redesign the way staff & managers interact and respond to receiving evaluation results. /2
A big part of my job was to rethink & redesign the way staff & managers interact and respond to receiving evaluation results. /2
My fascination with this topic came from my graduate studies @thehertieschool & my 🎓 thesis on learning from evaluations @UNODC. I studied the literature & developed a framework. In my field work, I interviewed dozens of senior staff over months working there in 2006. /3
At @WorldBank, I was responsible for following up on evaluation recommendations & reporting to the @WorldBank Board on progress.
At the time, @WorldBank_IEG was leading a series of contested evaluations (look at the @JustinSandefur tweet below for more background) /4
At the time, @WorldBank_IEG was leading a series of contested evaluations (look at the @JustinSandefur tweet below for more background) /4
https://twitter.com/JustinSandefur/status/1299019119082328064
As part of my job, I spent countless hours in meetings that looked at evaluation results and tried to get @WorldBank staff and management to respond and implement changes.
My theoretical frameworks were helpful, but the majority of them completely underestimated 2️⃣ things /5
My theoretical frameworks were helpful, but the majority of them completely underestimated 2️⃣ things /5
1️⃣ The crucial role of #leadership (in this case @vthomas14 & others) in keeping an important topic on the agenda even if it results in fewer coffees with old colleagues 😉).
2️⃣ The role of designing process & spaces for psychological safety (@AmyCEdmondson) for learning. /6
2️⃣ The role of designing process & spaces for psychological safety (@AmyCEdmondson) for learning. /6
1️⃣ I’ve witnessed this in so many organizations over the past 15 years: No rule, policy, system will guarantee #leadership behavior. It has to be driven by your recruitment and the work on your culture and values.
(In fact, @reedhastings is right with “no rules rules!”) /7
(In fact, @reedhastings is right with “no rules rules!”) /7
And 2️⃣, psychological safety is probably the most important factor for individual and organizational #learning behavior. When it’s absent, there is resistance to change, fear of failure and its implications for people’s careers are front and center. /8 
Another #lesson is to make this front and center of your #talent vetting, #recruitment & #leadership approach.
At @atlascorps, we just launched a partnership with @UZH_en to improve our vetting for key leadership skills like emotional intelligence.
leadthefuture.org/articles/uzhcl… /9
At @atlascorps, we just launched a partnership with @UZH_en to improve our vetting for key leadership skills like emotional intelligence.
leadthefuture.org/articles/uzhcl… /9
Last week, I made the @atlascorps team laugh by sharing the famous quote below…
But one of the first lessons I applied during my first week as CEO in late 2021 was to admit to a mistake I made right away and in front of the senior team.
It actually felt good 😀! /END
But one of the first lessons I applied during my first week as CEO in late 2021 was to admit to a mistake I made right away and in front of the senior team.
It actually felt good 😀! /END
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