Just need a response to the 2 separate post below:

Post 1

Productive failure is an unintended outcome that most organizations usually view as a failure. Because the outcome was not anticipated or desired, it may be viewed as a failure. Marks and Shaw (1995) say that productive failure is valuable if the organization can use the learned information rather than focusing on whos fault the failure it. There is a classic example of Thomas Edison failing to create the lightbulb one thousand times but when asked, he simply stated that he learned one thousand ways how not to make a lightbulb. Just because an outcome is unintended does not mean there isnt a lesson to be learned.

In my current position it seems like I experience change failures weekly. Most of the changes are having to do with the tools we use that we rely on to sell product. If the tools dont work, our sales numbers suffer. Most recently we began training on a new tool that would give the retail leaders more access to the backend of our mobile sales. Instead of having to rely on calling or chatting with a support team, local leadership would have all the access to solve common problems. It was supposed to be a dream come true. When happened, however, was the tools that we were taught had nothing to do with any common problem, and the training itself was by and large a failure because the training tool itself was broken and inaccessible. It was incredibly frustrating for leaders and for the teams that were depending on us having that access.

Some organizations may fail and become stronger because they find the lesson in the failure and adjust accordingly, while others may give up on their change initiative or take away the wrong lesson. For example, in my scenario we could either change direction and simply give all leaders unfiltered access to the tools, or we could abandon the effort, or we could try again.

Post 2

Productive Failure (PF) is a learning design that entails the design of conditions for learners to persist in generating and exploring representations and solution methods (RSMs) for solving complex, novel problems. Through such a process may initially lead to failure to generate canonical RSMs, it has a hidden efficacy that is germane for learning provided an appropriate form of instructional intervention follows that can consolidate and assemble student-generated RSMs into canonical RSMs (Kapur, 2021). A time where in my past organizations history there has been multiple times where the change process failed. At my old job they tried to make changes a lot, but they didnt stick very often because not all managers would agree with the process or they would stop talking about it. One of the things that they wanted to change is that all leaders and managers be available for their team members. The store leader was the one who took charge of this, but he had to go on leave for a few weeks and right after he left the senior managers decided to change that. The reason why some of the organizations fail but become stronger because they learn how to adapt from their failures and learn from them as well.