Fostering risk taking is both a cultural process, as well as a leadership trait.<\/p>\n

If your organization provides a culture where making mistakes is okay, failing quickly is rewarded, but it is not okay to repeat the same mistake over and over, you will have a healthy “petri dish” for growing leaders.<\/p>\n

If your organization has unreasonable and unrealistic standards, where “failure is not an option,” with harsh punishment for failures, then your “petri dish” will breed germs.\u00a0Such organizations likely use dramatic actions, like a request to fall on one’s sword, to send a strong message to anyone who may think “to err is human, and to forgive is divine.”<\/p>\n

An organization that has low tolerance for failure is likely to breed dysfunctional behavior. (I think a super permissive organization will breed dysfunctional behavior as well)<\/p>\n

You may hope and pray an individual will rise like a phoenix from the ashes and slay dysfunctional behavior. If this does not happen from within, key leadership positions are filled from the outside with a mandate for change. However, even this “hired gun” leader will have to change the culture first before a call to action from the leadership bench. Otherwise, the result may well be perpetuating dysfunctional behavior and power struggles.<\/p>\n","protected":false},"excerpt":{"rendered":"

Fostering risk taking is both a cultural process, as well as a leadership trait. If your organization provides a culture where making mistakes is okay, failing quickly is rewarded, but it is not okay to repeat the same mistake over and over, you will have a healthy “petri dish” for growing leaders. If […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_s2mail":"yes"},"categories":[19,12,13],"tags":[],"_links":{"self":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts\/399"}],"collection":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=399"}],"version-history":[{"count":10,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts\/399\/revisions"}],"predecessor-version":[{"id":409,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts\/399\/revisions\/409"}],"wp:attachment":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=399"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=399"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=399"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}