Fear\nof mistakes can paralyse people. Emotional agility skills are an antidote to\nthis paralysis. This process starts with labelling your thoughts and feelings,\nsuch as \u201cI feel anxious I\u2019m not going to be able to control my customers enough\nto keep my staff safe.\u201d Stating your fears out loud helps diffuse them. It\u2019s\nlike turning the light on in a dark room. Next comes accepting reality. For\nexample, \u201cI understand that people will not always behave in ideal ways.\u201d List\noff every truth you need to accept. Then comes acting your values. Let\u2019s say one\nof your highest values is conscientiousness. How might that value apply in this\nsituation? For example, it might involve making sure your employees all have\nmasks that fit them well or feel comfortable airing any grievances they have.\nIdentify your five most important values related to decision-making in a\ncrisis. Then ask yourself how each of those is relevant to the important\nchoices you face.<\/p>\n\n\n\n
Repeat\nthis process for each of your fears. It will help you tolerate the fact that we\nsometimes need to act when the best course of action isn\u2019t clear and avoid the\ncommon anxiety trap whereby people try to reduce uncertainty to zero.<\/p>\n\n\n\n
Apologise, but keep it simple<\/strong><\/h2>\n\n\n\nGenuinely\nsay the words, “I’m sorry, I made a mistake,” and offer how you plan\nto correct it. Resist the urge to offer excuses or to start apologising\nrepeatedly. On the other hand, don’t overdo it trying to make it up. Stay\nprofessional and business-minded, recognising how valuable company time is.<\/p>\n\n\n\n
An\napology conveys several major things: regret of the mistake, responsibility for\nit, and respect for the company and people in it. An apology also offers the\nopportunity for the other people to let go of their anger. The moment the\napology is genuinely made is the moment that you can work to rebuild.<\/p>\n\n\n\n
You can’t change the past but\u00a0you can find a solution for the here and now. One apology to the right person or people along with a possible solution will come across much more positively than a bunch of unnecessary filler words and statements to the entire office.<\/p>\n\n\n\n
Accept the consequences in stride<\/strong><\/h2>\n\n\n\nThe\nmanagement and the HR team can decide that you need another form of\nreprimanding. Or they can take you up on your offer on how you’ll correct the\nmistake. Whatever the case, accept the consequences and carry out your tasks\nwithout complaining.<\/p>\n\n\n\n
This\nreinforces your apology and will likely generate additional respect. Whether\nit’s staying after work for a few days in order to remedy the work, reaching\nout to the wronged person, or going about your normal work tasks, do it and do\nit well. Don’t just say you’re sorry, show them through your actions. Be a\nbetter worker. <\/p>\n\n\n\n
Broaden your thinking<\/strong><\/h2>\n\n\n\nWhen\nwe\u2019re scared of making a mistake, our thinking can narrow around that\nparticular scenario. Imagine you\u2019re out walking at night. You\u2019re worried about\ntripping, so you keep looking down at your feet. Next thing you know you\u2019ve\nwalked into a lamp post. Or, imagine the person who is scared of flying. They\ndrive everywhere, even though driving is objectively more dangerous. When you\nopen the aperture, it can help you see your greatest fears in the broader\ncontext of all the other threats out there. This can help you get a better\nperspective on what you fear the most.<\/p>\n\n\n\n
It\nmight seem illogical that you could reduce your fear of making a mistake by\nthinking about other negative outcomes. But this strategy can help kick you\ninto problem-solving mode and lessen the mental grip a particular fear has on\nyou. A leader might be so highly focused on minimising or optimising for one\nparticular thing, they don\u2019t realise that other people care most about\nsomething else. Find out what other people\u2019s priorities are.<\/p>\n\n\n\n
Given our current situation knowing that your colleagues or employees are best suited for this new scenario we find ourselves in. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It is now important to find out whether your managers or your team is well-equipped of working together from various locations. It requires deep knowledge of their personalities, strengths, weaknesses, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you discover if your people are resilient during times of hardship, if they are autonomous, if they are team players, without actual human contact. Given that our platform is cloud-based, everyone can use it from home as well. Humanity finds itself at a crossroad for various reasons now, why not help people discover and develop themselves from the comfort of their own homes? <\/p>\n\n\n\n
The\nmanagement and the HR team can decide that you need another form of\nreprimanding. Or they can take you up on your offer on how you’ll correct the\nmistake. Whatever the case, accept the consequences and carry out your tasks\nwithout complaining.<\/p>\n\n\n\n
This\nreinforces your apology and will likely generate additional respect. Whether\nit’s staying after work for a few days in order to remedy the work, reaching\nout to the wronged person, or going about your normal work tasks, do it and do\nit well. Don’t just say you’re sorry, show them through your actions. Be a\nbetter worker. <\/p>\n\n\n\n
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