Summary: <a href="http://complianceandethics.org/wp-content/uploads/2017/11/Compliance-Perspectives-Cover-Art-1024x1024.jpg"></a><a href="http://complianceandethics.org/wp-content/uploads/2015/02/turteltaub-adam-200x200-150x1501.jpg"></a>By Adam Turteltaub<br><br> adam.turteltaub@corporatecompliance.org<br> One of the hardest things in the world is admitting you are wrong. Kathryn Schulz has written a <a href="http://beingwrongbook.com/">book</a> and has an intriguing <a href="https://www.ted.com/talks/kathryn_schulz_on_being_wrong">Ted Talk</a> on the subject.<br> In business it’s particularly difficult since being wrong is too often seen as an admission of failure. That’s why a practice instituted by Terry Lawrence, the CEO of <a href="http://www.bonejoint.net/">Bone Joint</a> is especially unusual. At management meetings he asks the managers to report on the mistakes they have recently made.<br> The effects of this unusual approach have been very positive, both for management in general and the compliance program. Listen to the podcasts as he explains:<br> <br> * The goal is to learn from mistakes so as to become better leaders<br> * Expect initial hesitation: people were incredulous, thinking he was kidding.<br> * As he embedded the practice into weekly and monthly meetings it quickly gained traction<br> * Expect positive movement to come incrementally, with periodic leaps forward<br> * The key message to deliver is that you are in a safe zone: what is said in the meeting stays in the meeting<br> * The practice helped them change from a culture of mistrust to a culture of trust, respect, and high performance.<br> * How he encouraged staff to step forward and raise compliance issues<br> * How as a leader you have to model the behavior and be supportive.<br> <br> If you like to learn more about this practice, feel free to email Terry: <a href="mailto:tlawrence@bonejoint.net">tlawrence@bonejoint.net</a><br> <br>
