Summary – As leaders we could unleash employee potential and innovation by providing an environment where we encourage them take calculated risk. There is a need to redefine what failure means. Not doing something because of fear could be a limiting factor. Article draws analogy from cricket.
For those who do not understand cricket, Free Hit is caused by the bowler over stepping or bowling a beamer, which 
is called as “No ball”. The bowler concedes an extra run for the “No Ball” and may have to bowl one extra delivery where the possibility of getting the batsman out is only limited to run out or hit wicket.
How often have seen a struggling batsman, who finds it difficult to score runs, unable to connect well really gets going when he/she gets a free hit. There have been instances where the entire fortune of the game is changed in a single over where the bowler conceded free hit. What happens here? The biggest benefit for the batsman in case of a free hit is the safety net that he/she gets which allows them to try shots without the fear of failure instead focus on the positive outcome of scoring as many runs as possible from that delivery. He/she unleashes his/her potential and plays audacious shots that changes the course of the game. An ordinary looking batsman turns lethal.
In organizations, employees face this Fear of Failure that prevents from taking calculated risks or trying some innovative ideas when faced with difficult situations. Successful companies like Booking.com run hundreds of experiments simultaneously knowing that only a fraction of them would be successful. But these successful experiments help the organization get more customers through better understanding of them. What if Booking.com stopped experiments due to fear of failure? Instead these experiments have made them as a trusted partner for those who are travelling.
Susan Peppercon, in her article titled “How to overcome fear of failure” speaks about the importance of having approach goals than having avoidance goals. Approach goals are the ones the person is motivated to wanting to achieve a positive outcome while avoidance goal is aimed at avoiding an adverse outcome. She goes on to quote psychologists saying that formation of approach goals and positively reframing avoidance goals is beneficial for wellbeing.
Senior leaders in organisations need to provide this safety net to their employees if they are looking at experimentation and innovation. Focus needs to be on attaining positive outcomes and not see failure as a setback but an opportunity to learn. This mindset would help organizations achieve results that they have not achieved so far and realizing the full potential of their employees. Needless to say that this mindset helps organizations come out of difficult situations.
The caveat is you should have ensured that your employees are competent, and you set very high standards of performance. As a senior leader, you should have taken timely action on issues of non-performance.
I am reminded of the quote by the famous American Scientist, Dr Alan Kay where he says, “The best way to predict the future is to invent it”.
The best way to invent is to innovate by constant experimentation stemming from the courage to take calculated risks. Senior leaders should hold themselves accountable in creating a culture that supports this.
About the author : Author is a HR professional, Consultant, trainer and an ICF certified coach. Has managed organization change and aligned HR practices to ensure business growth. He holds master degree in Social work and a PG diploma in Business management from IIM Trichy. He could be reached at npattabiraman@relyonus.in
