Why Failure Could Be Your New Favorite Team Building Activity

From a young age, many of us were taught to see mistakes as setbacks, and into adulthood, this belief – whether conscious or subconscious – often still holds true. What if we changed the narrative and viewed failure as a steppingstone to success?  

In the world of professional development, missteps can be one of the most powerful learning tools available. Managers who embrace shortcomings as growth opportunities can create thriving, innovative and psychologically safe workplaces where accountability is celebrated rather than feared. Let’s rewrite how teams think about errors to build trust and productivity. 

Shifting the Perception  

In toxic work environments, mistakes are frequently met with judgment and negative consequences, leading employees to avoid taking ownership and reasonable risks. When a team or individual feels that they cannot fail, they will often choose to play it safe and may miss out on potential improvements and innovations. A classic example comes from Blockbuster, a company that was closed off to the future of the dot.com era, which ultimately caused them to go out of business.  

A fear of failure is all too common, with research revealing that it holds back 2 in 5 people. In contrast, 64% of organizations that cultivate growth mindsets report increased performance and productivity. When it comes to blunders, the difference between a fixed mindset and a growth mindset is that errors are considered permanent from a fixed perspective. However, those with a growth mentality view them as a part of the learning process to identify what needs to change.  

Supervisors who promote a growth mindset send the message that progress comes from continuous iteration and a willingness to reach beyond current knowledge and understanding. By changing how missteps are perceived, teams can move from a culture of fear to one of advancement and determination.  

4 Ways to Turn Losses into Lessons to Strengthen Teams 

1. Reframe Language

Utilizing affirming vocabulary is a practice we call the Language of Grace at Emergenetics, and it can influence more favorable outcomes. Managers who use encouraging verbiage when acknowledging failures can positively shift a worker’s outlook on experimentation. Instead of saying “mistake,” try “mis-take,” which implies the ability to try again. Changing the conversation can inspire an atmosphere where errors are viewed as part of the pathway toward success rather than dead ends. 

2. Cultivate Psychological Safety 

For innovation to flourish, employees need to feel comfortable voicing concerns and sharing alternative ideas without fear of punishment. Supervisors can promote this environment by sharing stories about when they may have made a big mistake and what they learned from it. By leading with vulnerability, curiosity and non-judgment, team members are more likely to feel safe taking calculated risks that lead to breakthroughs. 

3. Align on Risk Tolerance 

Every employee has a different comfort level with uncertainty. Clearly defining what constitutes an acceptable risk based on data-driven criteria, company goals and industry standards can help staff confidently navigate ambiguity. To cement understanding, managers can celebrate workers who take chances within the appropriate parameters, whether successful or not. Boundaries and shared values will encourage teammates to push limits within a reasonable framework without fear of repercussions. 

4. Discuss Feedback Preferences

When considering failure, my most significant learning is to be receptive to constructive criticism. Like many, I’ve struggled with perfectionism; however, I’ve learned that striving for an ideal is really a big ol’ stumbling block. The desire to be flawless leads to viewing feedback as a personal attack rather than information that can lead to improvements. Supervisors can invite team members to share how they prefer to receive feedback and promote mindfulness around intent-impact gaps to make the experience more comfortable.   

3 Exercises to Embrace Missteps  

Make mis-takes a productive team building activity by introducing the following practices in your next meeting.  

Working remotely? Facilitate any of these exercises online with breakout rooms if necessary!   

• The Failure Swap: Ask personnel to share a recent error they made and then swap stories with a partner, who reframes the experience into a learning opportunity. This act helps normalize mistakes and reinforces constructive reflection.  
• Misstep Resume: Instead of a traditional resume, invite employees to create a document noting their biggest professional failures and what they gained from them. Share these lists in a safe environment with managers presenting first to welcome vulnerability, accountability and camaraderie.  
• Mis-take Celebration Meetings: Dedicate time each quarter for staff to share challenges they faced and how they overcame them. Recognizing growth through failure on a routine basis will promote resilience, acceptance and continuous improvement. 

Associates: Make these conversations more meaningful by logging into Emergenetics+  and downloading the Brainwork Made Easy worksheet. Instruct teammates to review each other’s Most Preferred Attributes for helpful “remember-to’s” so they can provide more insightful feedback and collaborate on resolutions when shortcomings arise.  

It’s important to remember that failure is not the enemy of success; it is often a rite of passage to excellence. By welcoming mistakes as skill-building opportunities, supervisors can build stronger, more resilient teams that flourish in the face of challenges. So, the next time something doesn’t go as planned, don’t shy away from it. Instead, use it as a catalyst for learning, growth and team unity. 

How else can you build a psychologically safe culture for staff? Download our guide. 

For more insights to support your managers using Emergenetics, explore our website or fill out the form below! 

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