Boost Learning with HOPE

Does your team learn from its mistakes? How do you share individual learnings in the workplace? How do your teams share across departments?

I find this to be a common gap for most teams and organizations: learning from our missteps and failures.

It’s not a simple nor easy task.

🙈 On an individual level, it requires vulnerability.

🤝🤝 On a team level, it requires psychological safety.

⚙⚙⚙ On an organizational level, it requires systems that encourage, applaud, and make accessible the learnings that are shared.

It’s not impossible. It does require commitment, intention, and care.

I once led a small team of 5, and we implemented a learning system into our digital project management platform (Asana – my fave of them all) via asynchronous, continuous debriefing.

🛠 It took time to build, and it took intention to sustain it.

Simply put – each Deliverable card had a multitude of items requested of all collaborators in the task description.

🔂 One of those items was the continuous debrief model asking for individual collaborators to document wins; opportunities; lessons learned.

👉🏽 Add to it as you progress the work and note any significant items in the 3 categories.

👏🏽 Be sure to applaud one another’s efforts.

🙌🏽 Emoji usage = bonus.

——So how does all of this apply to the HOPE framework?? ——

I often coached my team members to look back at what we’d already learned among our team.

*What resources could be pulled from documentation?

*What might other team members have to share from their own experience?

*What about other teams? What lessons have they learned that they might share?

You can move the needle forward.

To become wizards of their craft, Learning Organizations and Deliberately Developmental Organizations touch all 3 levels: individual; team; and org-wide.

You and your team might begin by experimenting with our HOPE framework.

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Do you have a challenging issue with teams repeating the same mistakes over and over? We’d love to be your thought partner.

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