Fostering Psychological Safety in Teams - Encourage Experimentation & Learning from Failure

Continuing with my series of fostering psychological safety, today I’m expanding on encouraging experimentation and learning from failure.

Encouraging experimentation and learning from failure is essential for innovation, adaptability, and continuous improvement. To integrate this into your leadership focus on culture and efficiency, here’s how you can make it part of a team’s DNA:

1. Reframe Failure as Learning

• Shift the language: Instead of “failure,” use terms like “iteration” or “experiment.”

• Highlight lessons learned from setbacks instead of assigning blame.

• Share stories of how past failures led to success (both internally and externally).

2. Lead by Example

• Admit your own mistakes openly and discuss what you learned.

• Take calculated risks and show that you trust the team to do the same.

• Celebrate efforts, not just successful outcomes.

3. Create a Safe Environment for Experimentation

• Set clear expectations that risk-taking is encouraged.

• Allow small, low-risk experiments before scaling ideas.

• Avoid punishing mistakes—focus on what can be improved.

4. Implement Structured Debriefs

• Use After-Action Reviews (AARs) or retrospectives to analyze both successes and failures.

• Ask: What worked? What didn’t? What will we do differently next time?

• Encourage a growth mindset where feedback is constructive, not personal.

5. Recognize and Reward Experimentation

• Highlight and celebrate bold ideas, even if they don’t fully succeed.

• Create a “Lessons Learned” spotlight in team meetings.

• Give credit to those who take initiative and challenge the status quo.

6. Foster Cross-Generational & Cross-Departmental Learning

• Encourage knowledge-sharing between teams and generations to spread insights.

• Create “reverse mentoring” opportunities where younger employees share fresh perspectives.

• Ensure that diverse viewpoints are included in problem-solving discussions.

By embedding these practices, you can build a culture where employees feel safe to take risks, innovate, and grow.

I said this last week, but I believe it whole-heartedly - some of these ‘how to’ strategies may leave you scratching your head a bit. That’s ok. You’re not supposed to know it all. A strength is knowing when to seek out someone who can be a partner and, at times, a guide.