Suresh Muthulingam

So when, especially in the context of a failure, you don't know what things didn't work out.

So that's number one.

The second issue is when you're working with teams and if there is a failure, failure is sort of hard to kick it.

When things don't go well, you're not like really confident.

very happy.

You feel like, oh, maybe I did a good job, but maybe someone else didn't do such a good job.

So you tend to rationalize failure away, that probably things didn't work out because there were some other team member who didn't pull their weight.

And plus, this is an industry where people are worried about their image and overall appearance and how they appear to the industry.

So they sort of rationalize away failure.

So that is the second thing.

And the third thing is...

After a movie succeeds or fails, there is no clear systematic review of what happened.

So in the absence of such a feedback, you don't tend to learn from failure.

And the point is, even in an industry like Silicon Valley, if you fail, but if the teams keep changing frequently, failure will not really help you.

What you need to learn from, if you want to learn from failure, you need to have some stability in your team so that the teams can analyze what went wrong.

People can overcome their biases and hopefully learn or kick away some nuggets of useful wisdom which they can apply on other projects.

You get feedback and maybe reflect on what went wrong.

And it requires some amount of change.

The only learning happens, okay, you may know what went wrong, but after you know, you need to act or change behavior.

And if you don't do that, knowing is not enough.