“To err is human.” Human beings make mistakes. So often, though, a mistake can cause anguish, uncertainty and doubt. What did I do wrong? How will my colleagues see me after this mistake? 

What if we reframed the question? What if, instead of viewing a mistake as a “trigger” for these doubts, we seize it as an opportunity to learn and grow? 

The opposite of triggers might be “glimmers,” a term used by clinical social worker Deb Dana in her book “The Polyvagal Theory in Therapy.” She defines glimmers as small, or “micro” moments — feelings of calm and connection that bring about positive mental and physical changes. 

To Kiersten Kanaley, Vice President, Talent Acquisition Operations at Cleveland Clinic, embracing mistakes, or “falling forward,” can create these glimmers. “Mistakes are a part of the journey. I see falling forward as a catalyst for innovation, creativity and ultimately, success,” she says. “You’re not going to be defined by an error. It’s progress, not perfection.” 

Empathy Goes Both Ways 

As a means of embracing mistakes as opportunities, self-empathy is key, says Kanaley. “It’s okay to feel vulnerable and imperfect, and to treat yourself with the same kindness and understanding that you would offer to a friend facing similar challenges.” 

Other self-supporting tips: 

• Make time for reflection. 

• Celebrate the wins, both small and milestone. 

• Surround yourself with a network of support and guides. 

“Psychological safety is paramount to a healthy team,” says Kanaley. “This is about being uncomfortable but recognizing an opportunity to use your voice. What this mistake will lead to is to make things better for others.”  

300% Accountability 

At Cleveland Clinic, the practice of team checking enables caregivers to prevent mistakes by performing verification checks on the work of others. It’s part of “300% accountability,” in which caregivers are responsible for the actions, behaviors and performance of themselves, each other and the organization.  

This approach brings tangible results, says Kanaley. “It’s all part of creating a culture norm of learning from mistakes. The culture shifts. You hear more voices. You feel that you are part of a culture that checks on one another and is 300% accountable.” 

A High Reliability Organization 

Leaders can help reinforce this way of thinking by adopting the High Reliability Organization (HRO) concept. This is a dedicated program utilized by the entire organization, from the top down, as a way of committing to safety and mitigating risks in any given situation. 

At Cleveland Clinic, the HRO culture employs such tactics as clear communication, openly speaking up for clarification, retaining a questioning attitude, and embracing 300% accountability. 

Team Coaching 

Team coaching, which requires you to be the first observer, is another tool that can help prevent mistakes, says Kanaley. “You observe the behaviors and performance of your coworker and then provide positive, reinforcing feedback, or redirect feedback when something goes wrong.” 

The key is to be able to ask anyone on a team how they like to receive feedback, she adds. “What is on their development plan, and how can you support it? As leaders, you have to actually name the behavior that you’re seeing so the team can replicate it. When you encourage what good behavior looks like, you see more of it.”