Retrospectives and a Culture of Constructive Criticism
I would like to remind you of our blog post about retrospectives in 2014. http://changing-project-management.com/2014/11/11/retrospektiven/
Learning is always possible, not only at the end of the project. In on-going retrospectives the project team reflects milestones, procedures, rules, quality of communication and behaviour. The team enforces everything that works well and recognizes where changes are necessary.
Periodical retrospectives enable
- Learning and development for everyone in the team as well as the whole project organization
- Improvement of the project organization
- Optimization of the project work
- Meeting the project objectives
I experienced that retrospectives are important in many aspects.
Not only while working in a project.
For example – retrospectives carried with teams at the end of the year offer a chance for reflection of the annual results and support a collective goal setting process for the upcoming year.
Now consider the combination of retrospective and an honest culture of constructive criticism. This combination offers a huge potential for personal and organisational development.
Every team member is then part of the setting of
- annual targets for the organisation, including personal targets and objectives.
Having a common definition of annual targets offer the chance for living “common goals lead to common motivation”, within an organisation.
Don’t you think this is a major step in the right direction?
I constantly experience the impact of old style management, tight mind-sets, zero failure culture and non-efficient change processes in working environments /organisations.
From my point of view there is not an issue because of
- age of the individuals
- management style
- organisational approach
- corporate or company culture
- knowledge and education
- what people know and understand.
From my point of view it is a question of
- how individual use their knowledge
- Their transition from educational to professional life?
- How they deal with failures / mistakes and handle feedback?
- Where do they see the greatest potential for their personal development?
- What perspective individuals perceive in the organisation for them and for the organisation?
I have learned to considerate all pro’s and con’s carefully very early before making a decision.
I have also learned that fast and spontaneous decisions based on instinct are good decisions. Some have been wrong tough.
I was only punished during school days.
In my business life or at the university I have never experienced consequences that followed “wrong” decisions.
I became an ambassador for my ideas and gained the confidence from my colleagues to influence decision making very early. We also made the one or the other negative experience.
If the result was not as expected we jointly discussed the issue and decided on the basis of new facts.
Most decisions are usually not individual efforts. Usually more people participate in a decision making process, if not, than start winning others over for a joint solution.
When we take into account that there is not “the sole and only truth” and not “the sole point of view” then there cannot be mistakes.
This leads to: “We can learn from our experiences together”
- I would appreciate to learn more about individuals which were not promoted because of “wrong” decisions in our increasingly overregulated world.
- Can a wrong decision really lead to the end of a professional carrier?
I don’t think so. Even in the newspapers you can find many examples every day.
I experience in my professional life constantly the avoidance of decisions.
Is nobody really allowed to make a mistake because of the threatening consequences?
This behaviour is paralyzing whole organisations and creating a considerable dilemma in our time, the presence.
What can we do about it?
I recommend to follow my personal approach – use the small niches, they are everywhere – keep on looking out for them.
Approach for people in your environment and persuade them to make decisions and next steps. That will ultimately be of benefit to all.
Consider retrospectives and a live with a culture of constructive criticism / failure culture within your team, department, organisation, private life. Re