knowledge management presentation , dealing with how to learn from failure

1. Learning fromfailure FENET Charles-Antoine Abbas Mohamed Ivana Mikulecká Arina Nikozajeva Krzysztof Majewski

2. Introduction Barriers to learning from failure The process of organizational learning from failure Putting failure to work innovate and improve Conclusion Summary

3. what’s a learning organization ? Is a firm that purposefully constructs , structures and strategies , to enhance and maximize organization learning (Dodgson 1993) Introduction

4. Learning process

5. Learning structure All four levels of learning must be present to be a Learning Organization.

6. Types of learningorganization

7. What’slearningfromfailure Learn from failure is learn how to succeed

8. Barriers to Learning FromFailure

9. Technical system Social system

10. Barriersembedded in technicalsystems Individuals lack „know how“ Technologies are difficult for diagnose Excess of work in process Inability to understand

11. INTRAPSYCHICAL INTERPERSONAL INSTRUMENTAL self-esteem self-image Identity motivation problems to understand to avoid public embarrassment and private derision work without failures stress rewards, promotions, raises…

12. The process of Organizational Learning fromFailure

13. How to identifyingfailure Timely identification of mistakes Proactive Find the Key failure

15. Tendency to distort the reality of the failure

16. Cover the failure

19. It’s a proactive way to identify failures.

21. Requirements to learn from failures Analyse Failure Thoughtful effective Analysis Discussion US Army is known for conducting “After Action Reviews” Hospitals use conferences as a forum Meticulous and painstaking analysis that goes into understanding the crash of airliners These vehicles only address substantive failures

22. Analyse Failure Social systems tend to discourage this kind of analysis Individuals experience negative emotions when examining their own failures Conducting an analysis of a failure requires openness, patience and a tolerance for ambiguity Psychologists verified that individuals have biases and errors that reduce the accuracy, sense making, estimation and attribution Individuals tend to believe what they want to believe, denying responsibility for failures, attributing the problem to others or the system

26. Instead of rising questions which require profound and personal curiosityAnalyse Failure

35. This “soft landing” policy is an implicit recognition, that experiments have uncertain outcomes

36. People will be more willing to experiment if the organization protects their interests. Conclusion Experimentation

37. Putting Failure to Work to Innovate and Improve

38. How to overcome technical barriers Small failures are ambiguous Training and Technical expertise Lack of skills and techniques Training in skills and techniques Lack of knowledge Training in experimental design

39. How to overcome social barriers Afraid of recognition of failures Develop psychological safety Uneffective group discussions Develop forums and skills of listening Punishing for failed experiments Provide resources and reward sistem

40. How failure could be refraimed Traditional frame Failure is not acceptable Failure is avoided Self-protective

41. How failure could be refraimed Learning oriented reframe Learn from intelligent failure Failure is natural Curiosity and humor

43. easier time adapting to any internal or external change

44. knowledge accumulation Conclusion Is learning from failure a choice or an obligation ?

45. What kind of barriers could be met in process of learning from failures? QUIZZ A/ Social & Technical B/ Social C/ Technical

46. What is the process of Organizational Learning from Failure ? QUIZZ A/ Identify, analyze, experimentation B/ Identify, deny and repeat C/ Identify, analyze and repeat

47. How was our presentation? QUIZZ A/ Great B/ Very good C/ Excellent