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Error Culture – Why Trying Harder Doesn’t Automatically Make Us Better
“Just do better next time.”
This sentence sounds reasonable – almost logical. But it overlooks a crucial fact: learning from mistakes is not automatic. On the contrary, it is one of the biggest challenges in everyday working life.
Although many organizations talk about learning culture, resilience, or openness, it is often difficult to speak openly about one’s own mistakes. And this has less to do with unwillingness or lack of competence and more with internal defense mechanisms.
Why it’s hard to acknowledge mistakes
Studies show that people are very good at learning from the mistakes of others – but much less so from their own. In an analysis of Formula 1 races (Jia, Tost & Fisman, 2022), researchers found that drivers learned efficiently from the mistakes of their competitors but struggled to learn from their own.
Why? Because personal mistakes challenge our self-image. When we see ourselves as competent, responsible, or reliable, a mistake creates inner tension and self-doubt.
Three psychological barriers
Harvard professor Amy C. Edmondson (2019) identifies three main reasons why we struggle to learn from mistakes:
Aversion
Mistakes are uncomfortable. To avoid the unpleasant feeling, we search for excuses or downplay what happened.
Confusion
On the one hand, we are told mistakes are welcome. On the other hand, in everyday reality, they are often met with judgment or silence. This contradiction creates uncertainty.
Fear
Those who admit mistakes often fear consequences – rejection, criticism, or reputational damage.
Psychological safety – the key to dealing with mistakes
Psychological safety means being able to speak honestly within a team – even when it’s uncomfortable. It means being able to admit mistakes without fear of ridicule, judgment, or punishment.
In Google’s “Project Aristotle” (2015), researchers investigated what defines successful teams. The surprising result: not expertise, not experience – but psychological safety. It was the most important factor for trust, innovation, and team performance.
Not all mistakes are the same – and that matters
Not every mistake is equal. Sometimes something goes wrong because we’re tired, distracted, or lacked information. Sometimes the root cause lies deeper – in overloaded processes, unclear responsibilities, or contradictory expectations.
A healthy error culture does not mean accepting everything or ignoring mistakes. Quite the opposite: it distinguishes between everyday slip-ups and structural issues – and addresses both.
Focusing only on the individual often misses the actual cause. But ignoring every mistake risks turning small cracks into major problems. What matters is to take mistakes seriously – but not to dramatize them. Make openness possible – while still strengthening responsibility.
Ideally, a mistake reveals something no one saw before. And that’s where real learning begins.
What good error culture looks like – a concrete example
In a team meeting, someone points out that an important client didn’t receive a response – and that it was their responsibility. Instead of reacting with blame, the team lead asks, “What led to this mistake – and how can we prevent it together in the future?”
This kind of response signals that mistakes can be named here. And that makes learning possible.
Error culture is not defined by posters or slogans – but in moments like this. In tone. In reactions. In everyday behavior.
What you can do personally
In team check-ins or retrospectives, it can be helpful to intentionally talk about mistakes – not to shame anyone, but to normalize them.
One simple format: each person reflects on a situation where a mistake occurred. Those who wish to share can do so. Then the group discusses: What was helpful? What would have made it easier to speak openly? The team can then agree on a guiding sentence, such as:
“We’re allowed to make mistakes – and to learn from them.”
“Openness is more important than perfection.”
Conclusion – how we handle mistakes matters
No one is mistake-free. And no one should have to be. What matters is how we deal with mistakes as a team – whether we ignore them or use them, silence them or grow from them.
A culture of learning from mistakes doesn’t come from big announcements – but from consistent action in small moments. When that succeeds, we create an environment where learning becomes possible – and collaboration feels better.
What could you do today to help your team speak more openly about mistakes?
Sources
Google re:Work (2015): Project Aristotle
Amy C. Edmondson (2019): The Fearless Organization
Jia, S., Tost, L.P. & Fisman, R. (2022): Learning from Failure: Evidence from Formula 1 Racing, Strategic Management Journal
