Học từ sai lầm
đào tạo nhân viên mới thì nên nhắc đến những gì họ làm đúng/làm được, còn lỗi lầm thì nhắc lỗi chung (ai cũng mắc) chứ ko phải riêng họ, thì mới dễ tiếp thu hơn...
I’m a laboratory (phòng thí nghiệm) technician, and I’m responsible for training a new employee to operate some complicated (phức tạp) equipment (thiết bị). He just isn’t getting it, and he keeps making the same mistakes instead of learning from them. What else can I do?
The idea that we can learn from our mistakes is appealing, but it’s not always correct. Researchers have found that people often don’t learn from their mistakes, even when given an immediate opportunity to correct them.
|Photo by Ian Schneider on Unsplash|
In one set of studies, participants responded to factual questions by selecting one of two possible answers. After each question, feedback was provided. Test-takers in the “success” group were told only when they answered a question correctly, while those in the “failure” group were told only when they answered incorrectly.
Both groups had the same opportunity to learn from the feedback. But when they were retested, the “failure” group was less able to learn from their mistakes than the “success” group, which showed more progress. Why? Subsequent research suggested that failure threatens the ego and causes people to disengage. We find it easier to learn from other people’s failures than from our own.
So the next time you’re working with your new employee, make a point of commenting on everything he’s doing the right way. Instead of drawing attention to his mistakes, talk broadly about mistakes that other people might make when they’re first learning how to use the equipment, including mistakes you might have made. In general, when the ego (lòng tự trọng) is put aside, things often improve.
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