Failure is a word many leaders and organizations dread, but in today’s fast-paced world, failure can be an invaluable teacher. “Failing forward” is the philosophy of learning from setbacks and using them as stepping stones to future success. Instead of viewing failure as a roadblock, failing forward allows leaders to reframe it as an opportunity to grow, improve, and adapt. This concept has become increasingly important as businesses seek to innovate and adapt to changing market conditions. By embracing the idea of failing forward, leaders can foster resilience and agility within their teams, ultimately positioning their organizations for long-term success.
Real-world Examples of Failing Forward
Walt Disney: Before creating the global entertainment giant we know today, Walt Disney encountered numerous setbacks. His first animation company went bankrupt, and he was even fired from a newspaper job because his editor believed he “lacked imagination.” But instead of giving up, Disney learned from these experiences. He honed his craft, studied what audiences wanted, and eventually founded Disney Studios, which has since become one of the most successful companies in history.
Thomas Edison: When developing the electric light bulb, Edison faced thousands of failed experiments. Instead of seeing each as a failure, Edison famously stated, “I have not failed. I’ve just found 10,000 ways that won’t work.” By failing forward, Edison eventually succeeded and revolutionized modern society. His relentless focus on progress over perfection is a testament to the power of learning from failure.
SpaceX: When Elon Musk founded SpaceX, the company faced early failures, including three failed rocket launches in a row, each costing millions of dollars. These failures nearly bankrupted the company. Instead of folding, SpaceX learned from each launch, improving its technology and processes. Their fourth launch was successful, securing NASA contracts and establishing SpaceX as a leading player in the space industry. SpaceX’s story demonstrates how failing forward can build the foundation for future success.
Why Leaders Should Embrace the Failing Forward Philosophy
Failing forward fosters a culture that encourages experimentation, innovation, and learning. Leaders who are willing to embrace this mindset can empower their teams to take calculated risks, fostering a work environment where growth and creativity flourish. Here are three key benefits:
- Encourages Innovation: Failure is often a byproduct of experimentation. When employees know they won’t be punished for failed attempts, they are more likely to try new ideas, which can lead to breakthrough innovations.
- Builds Resilience: Failing forward helps individuals and teams develop resilience, an essential quality in today’s dynamic business landscape. Learning to cope with setbacks equips employees to handle future challenges with confidence.
- Strengthens Problem-Solving Skills: When failure is seen as a learning experience, it encourages employees to critically analyze their mistakes and find ways to improve. This leads to a continuous learning cycle that ultimately makes the organization stronger.
How Leaders Can Use the Failing Forward Philosophy
Leaders play a critical role in shaping how failure is perceived within their organizations. Here are practical steps for fostering a failing forward culture:
1. Normalize Failure as Part of Growth
Leaders can start by openly acknowledging that failure is an inevitable part of the innovation process. Creating an environment where failure is seen as part of the journey rather than a dead-end allows teams to experiment freely. Leaders can set an example by sharing their own stories of setbacks and what they learned from them, helping to destigmatize failure and build trust within the team.
2. Establish a Debriefing Culture
After a project—whether successful or not—hold a team debriefing to analyze the outcome. Focus on what went well and what could be improved. These “lessons learned” sessions should emphasize constructive analysis rather than blame, focusing on ways to improve in future projects. For example, Pixar, after each project, conducts a “post-mortem” meeting where the team reviews mistakes and brainstorms improvements. This approach has helped the company continuously refine its creative process.
3. Implement a ‘Fail Fast, Learn Faster’ Approach
Encourage teams to adopt an iterative approach to project development. Breaking large projects into smaller, testable components allows for quicker identification of what does or doesn’t work. By learning from small failures early on, teams can adjust and improve, ultimately increasing the likelihood of success. Amazon, for instance, follows a philosophy of experimenting with small, manageable changes that can be tested and measured. This approach has led to successful innovations like Amazon Prime and AWS, while also quickly discarding ideas that didn’t work.
4. Provide Psychological Safety
Leaders must ensure that employees feel safe to voice their ideas and report failures without fear of judgment or punishment. Google’s “Project Aristotle” study found that psychological safety—allowing team members to take risks without feeling insecure or embarrassed—was the most critical factor in high-performing teams. Leaders can encourage this environment by actively listening to employees, providing constructive feedback, and rewarding learning behaviors, not just successful outcomes.
5. Celebrate Lessons Learned, Not Just Successes
Many organizations focus solely on celebrating wins, but it’s equally important to recognize learning milestones. Leaders can acknowledge “valuable failures” by celebrating employees who show resilience, demonstrate critical thinking, or find innovative solutions, even if a project didn’t achieve the desired results. By highlighting learning as an achievement, leaders reinforce the idea that growth and improvement are equally valuable as hitting targets.
6. Implement a Growth Mindset Across Teams
A growth mindset, coined by psychologist Carol Dweck, is the belief that abilities can be developed through dedication and hard work. Leaders can help build this mindset within their teams by encouraging employees to view challenges as opportunities for growth. This can be done through coaching sessions, offering feedback focused on development, and supporting employees as they work through setbacks. A growth mindset enables teams to embrace failure as a natural part of the learning process.
Failing Forward Might Be the Key to Sustainable Success
Failing forward is not about seeking failure; it’s about embracing it as part of the journey toward success. By adopting a failing forward philosophy, leaders can create a culture of resilience, innovation, and continuous learning within their organizations. Real-world examples, from Walt Disney to SpaceX, demonstrate that failure, when used as a learning tool, can lead to groundbreaking achievements and significant growth.
When leaders normalize failure, establish a debriefing culture, encourage fast learning cycles, provide psychological safety, celebrate lessons learned, and cultivate a growth mindset, they lay the foundation for an organization that thrives in the face of challenges. In a world where the ability to adapt is essential, failing forward might just be the key to sustainable success.
About Rowdy Bijland
Rowdy is a strategic and creative thinker. He acts as a digital business partner with the mission to support leaders, their teams and organizations, to drive digital business strategy, innovation and transformation, with the aim to maximize potential and to contribute to the creation of sustainable value and meaningful impact. Recently, he released his first publication “Digital Disruption: A leader’s Guide for Business Development in the Digital Age” which is available at www.dutchgreenfields.com. He is moderator and keynote speaker for companies and organizations. Furthermore, Rowdy offers 1:1 digital business coaching for leaders worldwide.
To connect with Rowdy, please follow him on LinkedIn. To start 1:1 digital business coaching, schedule a 1:1 coaching session with him. To request for a keynote presentation or any other special inquiry, send him an e-mail at r.bijland@dutchgreenfields.com or book a call.
