Sharing Successes And Failures With The Team

Everyone loves a nonprofit success story. Big results, thriving programs, and lives changed. But what happens when things don’t go as planned? Mistakes teach us more than wins ever will. Startups figured this out ages ago. They’ve got “post-mortems” where founders dissect their failures. They share what didn’t work and why, so others don’t repeat the same errors. Nonprofits? Not so much. But avoiding the topic of failure is a missed opportunity. By keeping quiet, we limit progress. By speaking up, we build a roadmap for better solutions. Why Transparency Around Failure Matters It’s efficient. When organizations share what didn’t work, others save time and resources by steering clear of the same missteps. It sparks innovation. Learning from past mistakes clears the way for new ideas that stand a better chance of success. It builds credibility. People value honesty. Sharing lessons from failure strengthens trust with donors, partners, and communities. Take Charity: Water. Early in their journey, they realized some wells were breaking down in remote areas because local communities didn’t have access to tools or training for repairs. Instead of hiding this problem, they took responsibility. They revamped their approach, added repair training programs, and made the issue part of their public storytelling. The result? A stronger, more sustainable impact and a reputation for transparency. How Nonprofits Can Start Sharing Write it down. Create a clear record of what went wrong and why. Host internal reviews. Gather your team and partners to discuss lessons learned. Go public. Share these insights with your audience through blog posts, annual reports, or panel discussions. Progress grows on shared knowledge. Nonprofits have the potential to change the world, but only if they’re willing to talk about what didn’t work along the way. Failures aren’t the opposite of success, they’re part of the process. Let’s start treating them that way. With purpose and impact, Mario

Our team starts off every week with a Monday team meeting where the first thing we do is talk about our failures from the previous week... What I discovered a long time ago is that if you want to be a successful and authentic leader, you can't hide behind the varnish of "perfection." The most successful leaders -- those who inspire their people to greatness -- have all figured out that showing up honestly and authentically is a superpower that helps them build deep trust across their teams. All too often I encounter senior-level people who think that they can't be themselves in front of their people. That they can't ever show weakness and have to hide their failures. Here's the thing...you're not hiding it. Your people see you for who you really are, whether you realize it or not. When you try to hide your flaws or failures, they see that too. And that's where trust is lost. Here are three simple things you can start doing right now to show up more authentically and inspire greater trust with your team: 1. Be the first to admit when you fail. Whether in the big things or the small things, own your crap, and tell your people when you mess up. 2. When one of your people comes to you (probably in fear) to admit where they've failed, respond in humility and with compassion. I've also found that taking that opportunity to tell them about one of your previous failures helps to make them feel better in the moment and reminds them that everyone fails. 3. Admit when you don't know something, and encourage others to help you learn and grow by sharing their wisdom with you.

Winning teams talk about losing a lot. They’re not afraid to address their failures and mistakes openly. This transparency isn’t just about acknowledging what went wrong; it’s about creating a culture where learning and growth are prioritized. When a team is willing to discuss failures, they do more than just reflect on past experiences. They leverage those moments as opportunities for collective learning. By sharing insights from individual setbacks, the entire team gains valuable lessons without having to experience the same failures firsthand. This approach creates a growth mindset, where failure isn’t seen as a dead end but as critical feedback. It’s a signal that something needs to be adjusted, a prompt to rethink strategies, and an invitation to innovate. In this environment, mistakes are not stigmatized but are seen as integral to the journey toward success. Teams that master this mindset are better equipped to face challenges, refine their approaches, and ultimately, achieve greater success. Remember, failure is not final—it’s feedback. #BestTeamsEver

Failing Is Good. Sharing Failure Is Great—Here’s Why (and the Difference) There’s a saying in leadership: “Fail fast, learn fast.” It’s useful, but here’s a more brutal truth I see every day as an executive coach—failing is good, but sharing your failure? That’s where greatness lives. Why? Because when you keep your setbacks to yourself, you learn and (hopefully) adapt. Good leaders do this all the time: they make mistakes, reflect quietly, and get a little bit better. But great leaders zoom out. They turn their tough moments—botched launches, missed deals, the uncomfortable conversations—into teachable stories for their teams. They debrief openly, admit what went sideways, and let others in on the real lessons. That’s not just transparency—it’s leadership with leverage. It shifts a culture from “hiding shortcomings” to “shared growth.” From my coaching chair, here’s what I see: → Teams led by “silent learners” improve slowly and in silos. → Teams led by “story-sharers” (even the humble, unpolished ones) build trust and adapt at light speed. My best work isn’t about helping leaders hide their failures. It’s helping them find language, timing, and confidence to share it: “Let’s dissect this together. Here’s what I missed, what I learned, and what I want us all to watch for next time.” The difference? Good leaders bounce back. Great leaders multiply learning. If you want to unlock not just your own growth but your entire team’s potential, start here: → Normalize quick, safe failure debriefs after every big project. → Model vulnerability. Admit you miss first. → Ask your people: “What would you do differently?”—and listen, really listen. → Set the expectation: we’re here to share learnings, not to get it perfect the first time. In leadership, it’s not how you fall that changes your culture; it's how you respond. It’s who learns—and how many—from how you get back up. Coaching can help; let's chat. Enjoy this? ♻️ Repost it to your network and follow Joshua Miller for more tips on coaching, leadership, career + mindset. #executivecoaching #leadership #professionaldevelopment #growthmindset #careeradvice #learning #success