Failure Sharing: The Untapped Powerhouse of Innovation in Teams

Taken from the Mayfly Maven Failure Sharing Toolkit

When we think about innovation, we often imagine bursts of genius, game-changing ideas, and big wins. However the real goldmine for innovation lies not just in what goes right, but in what goes wrong.

That’s the magic of failure sharing.

Most workplaces have a "success culture". We reward wins, celebrate milestones, and give shout-outs for achievements. And while that’s vital for morale, it also creates a subtle, unspoken rule: hide the failures. 

We brush failures under the rug, hoping no one notices. Over time, this mindset can stifle creativity, limit growth, and dilute the very innovation we’re striving for.

But failure, when shared with intention, is not a setback—it’s a shortcut to progress.

Failure sharing by accident

When I worked in banking we had a big failure that impacted our Net Promoter Score–a big deal for us as we ranked number one on JD Power and Synovate (both a big deal in North America.) We had our usual stand up meeting on Monday morning, which already was a great way to find synergies and collaborate together, but this particular Monday brought with it a colleague feeling shame and needing help. 

They started to share their story with their head down and feeling dejected. 

We tried to share some feedback with a branch, it wasn’t good feedback and they were angry o hear it. Truth is we can’t find a way to bring the scores to the branch in a positive and constructive way. We know we need to share the stories and scores but by the time we get them to the branch, they can’t pinpoint the incident and don’t feel like it helps them, so the carry on with business as usual. 

• So what was the problem? Real time sharing.

• Why? It was late and so hard to pinpoint.

• What could it do if they got it in real time? They could share the feedback as a coaching and reflection point with employees.

• What could that do? The employees could recall the situation and then adjust behaviour or upskill to meet expectations. 

• Why is that important? Not only will it ensure coaching is effective but that we continue to strive towards great scores in the future. 

Just by having the conversation and pinpointing the point of failure (real time sharing of feedback) we were able to develop a platform that delivered feedback in real time, not only for NPS but also for product updates and celebrations in real time. 

That’s the power of a trusting and collaborative workplace. And failure sharing is one tool worth using. 

Failure Sharing in Practice

Failure sharing is the practice of openly talking about what didn’t work—and learning from it together. It’s about normalising the idea that every stumble is a step towards insight. Just like your 10-minute daily stand-up, a 10-minute failure-sharing session can become a powerful tool for uncovering what’s not working and—more importantly—why.

Failure sharing isn’t about blame. It’s about collective learning. It encourages psychological safety, where every voice can contribute to smarter decision-making, process improvement, and more connected teams.

As Sophia Amoruso wisely said, “Failure is essentially a free education. How cool is that?”

Failure Sharing Matters

We can learn just as much—if not more—from failure than from success. When teams deconstruct and reflect on failures, they begin to unlock:

• Deeper personal and professional growth

• More informed decision-making processes

• Stronger team dynamics and connection

• New opportunities for innovation

• A shift from perfectionism to progress

• Greater momentum for change

Psychological safety is the key to effective failure sharing. When people feel safe, they’re more willing to take risks, share new ideas, and voice concerns. This not only fuels innovation but builds resilience and emotional intelligence across the board.

A Practical Framework for Failure Sharing

I use a simple five-step method when facilitating a failure-sharing session. This ensures the conversation is structured, safe, and full of value.

1. Deconstruction: Start by unpacking the facts. What happened? Stick to the who, what, when, where. Keep it objective.

2. Assessment: Ask: What went wrong—the premise or the execution? Were your assumptions off? Or was it the process? Understanding this nuance is vital.

3. Reconstruction: Now think about what you can do differently. What needs to change to turn this outcome into a success next time?

4. Re-framing: What did you learn? How has this shaped your approach or thinking? This is where transformation starts.

5. Boundaries: Ensure everyone feels respected in sharing. Was the feedback delivered constructively? Did everyone feel heard?

These steps help transform a moment of failure into a lasting lesson, strengthening the team’s ability to respond, adapt, and innovate.

What You Can Expect

If you embed failure sharing into your team culture, here’s what you’ll start to notice:

• You’ll spot patterns and avoid repeating mistakes

• Your team will develop deeper resilience and emotional intelligence

• Perfectionism will start to loosen its grip

• You’ll build a culture of gratitude, openness, and continuous learning

And perhaps most powerfully—your team will start to feel like a true team. One that celebrates not only the highs but grows through the lows whale also enhancing their feeling of connection and collaboration. 

Tips to Build the Habit

Getting started doesn’t have to be hard. Here are a few gentle ways to introduce failure sharing:

• Start anonymously—use written notes or digital tools to share stories

• Co-create the format with your team to increase comfort and buy-in

• Use quality control or reflection circles to make problem-solving collaborative

• Build a culture of curiosity and continuous learning

• Remember: Fear is a terrible driver. Let reflection, not fear, guide you

Bonus: Host a “Fail Fest”

Want to take it to the next level? Celebrate your biggest learnings by hosting a Fail Fest—a space where storytelling meets strategy.

Here’s how to make it work:

• Redefine failure and focus on the insight gained

• Let leaders go first to flatten power dynamics

• Embrace humour and humility—it’s a bonding experience

• Make it interactive and vote on the best learning story and reflect together

When done with care and intention, a Fail Fest can be one of the most enriching, engaging team experiences you’ll ever facilitate.

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Final Thoughts

Failure isn’t the opposite of success—it’s part of it. The more we can learn to see failure as data, the faster we grow as individuals, as leaders, and as teams.

By creating a culture where sharing failure is not only safe but encouraged, you create space for brave innovation, human connection, and sustainable success.

As Catherine Cook puts it, “If you’re not making mistakes, then you’re not making decisions.”

Let’s keep deciding. Let’s keep learning.

And most importantly, let’s keep sharing.

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