top of page
White Structure


Leading a workforce towards excellence often means accepting failure and setback. Leaders and companies who change the narrative around failure, from something shameful to evidence of experimentation from which one can learn, will be rewarded with more a more engaged and productive workforce. Goal setting can be important, but missed targets also provide a useful opportunity to audit processes, re-inforce confidence, and build a resilient workforce.

Relevant Papers

Tinsley, C.H., Kathawalla, R.R. & Cronin, M.A. (In press). Integrating the Shadow within Us to Strengthen our
Academy of Management Review.

Cronin, M., Erkens, D.H., Schloetzer, J, & Tinsley, C.H. (2021).  How controlling failure perceptions affects performance:  Evidence from a field experiment.  The Accounting Review, 96 (2): 205-230. 

Lee, C., Tinsley, C.H., & Bobko, P. (2002).  An investigation of the antecedents and consequences of group-level confidence. Journal of Applied Social Psychology, 32: 1-26.

Tinsley, C.H. & Dillon, R.L. (2009).  Why risktaking got (and gets) out of hand.  Forbes on-line, June 18.

Tinsley, C.H., Scloetzer, J., &  Cronin, M.A. (2017). “In celebration of the F word: Giving permission to fail can increase a company’s bottom line. Psychology Today. February.

Lee, C., Hui, C., Tinsley, C.H., and Niu, X. (2006).   Goal orientations and performance:  The role of temporal norms.  Journal of International Business Studies, 37: 484-498.

bottom of page