Setbacks To Stepping Stones

We explore how to turn leadership setbacks into stepping stones through clear mindsets and a simple playbook. A quiet failure story shows why fit with real work matters more than plans on paper, and how modeling learning builds team resilience.

• setbacks as feedback not verdicts
• story of a failed safety initiative
• misalignment between design and real work
• three mindset shifts for resilience
• pause, name, seek challenge, adjust one step
• modeling transparency to shape culture
• monthly reflection exercise to turn regret into insight

If this episode resonated with you, share it with someone who might need encouragement today

Hosted by: Joe Garcia, Safety Leader & Culture Advocate
New Episodes Every Other Tuesday
Safety on Purpose

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Chapters

• 0:16 Welcome And Today’s Focus
• 0:50 Naming The Sting Of Setbacks
• 1:31 A Quiet Failure That Taught More
• 2:32 Setbacks As Feedback, Not Verdicts
• 2:42 Three Mindset Shifts For Resilience
• 4:05 Four-Step Post-Setback Playbook
• 5:04 Modeling Learning For Your Team
• 5:28 Monthly Challenge And Reframe
• 6:40 Closing Reminder And Call To Share

Transcript

SPEAKER_00: 0:16

Welcome to Mentor Moments, a special series inside of Safety on Purpose, where we slow down and focus on one idea that helps us grow as leaders, mentors, and human beings. I'm your host, Joe Garcia. Today we're talking about something every leader experiences, setbacks, and how we turn them into stepping stones instead of stopping points. Let's get into it. When something goes wrong, a project fails, an incident happens, a decision doesn't land the way you hoped, what's the first thing you feel? Frustration? Disappointment? Embarrassment? Self-doubt? For most of us, setbacks, they hit us hard. Not because we failed, but because we care. And here's the truth. We don't say it out loud, but this is the truth. Setbacks aren't signs that you're doing something wrong. They're signs that you're doing something real. The difference between leaders who grow and leaders who stall isn't whether they experience setbacks, it's how they respond to them. I want to share a moment from early in my career, one I don't talk often about. I had just rolled off this brand new safety initiative. It was well intended, it was well structured, it looked good on paper, but it failed. Not loudly, not dramatically, but quietly. Engagement stopped, supervisors stopped reinforcing it. Frontline employees complied when they really had to, but ignored it when they didn't. I remember thinking, maybe I missed something, maybe I pushed too hard, maybe I wasn't ready to lead at this level. The setback could have ended my willingness to try something new. Instead, it forced me to ask better questions. I sat down with a few of the workers and asked, what didn't work for you? And one person said, you know, it wasn't bad. It just didn't fit how we actually work. That sentence changed everything for me. That moment taught me something extremely powerful. Setbacks are feedback, not verdicts. They don't define your ability, they reveal information you didn't have before. Here are three mindset shifts that turn setbacks into stepping stones. Shift number one, stop personalizing the outcome. When something fails, we tend to internalize it. I failed. I'm not good enough. I should have known better. But setbacks usually aren't about you. They're about misaligned systems, unseen constraints, unspoken expectations, and gaps between intention and reality. You need to separate your identity from the outcome. Shift number two, ask, what is this teaching me? Every setback carries a lesson, but only if you're willing to listen instead of defend. You need to ask yourself, what assumptions did I make? What signals did I miss? Who wasn't included? What pressure did I underestimate? Curiosity turns pain into progress. Shift number three, reframe the timeline. Setbacks feel final when we look at them in isolation. But leadership is a long game. One decision, one mistake, one missed opportunity. None of these none of these define a career unless we let them. Here's what I recommend doing immediately after a setback. Whether you're a frontline supervisor or a senior leader. Step one, pause before reacting. Give yourself some space. Emotional reactions cloud learning. Step number two, name the setback honestly. Don't minimize it. Don't dramatize it. Just state what happened. Step number three, seek perspective, not validation. Talk to someone who's gonna challenge you, not just comfort you. Someone who's gonna be honest with you almost to a fault. Those are the people that are gonna help you the most. Step number four, identify one adjustment. Not a full, complete overhaul, one small intentional step forward. Progress is perfect in this situation. Here's something leaders often overlook. How you respond to setback teaches your team how to respond to theirs. If you hide mistakes, they're going to as well. If you blame, they're gonna blame. If you learn openly, they'll learn openly. Resilience isn't toughness. It's transparency, it's humility, and it's growth in public. So here's our challenge for this month. Think about one setback from the last year, one that still bothers you maybe just a little too much. Now write it down. What happened, what you learned, and one way it changed how you lead. Then ask yourself, if this hadn't happened, what would I still be missing? That's your stepping stone. Setbacks aren't the opposite of success. They're part of it. Every leader you admire has a collection of moments they didn't go as planned. The difference is they keep going, wiser, humbler, and more grounded. Don't waste your setbacks. They're trying to teach you something. Thanks for spending time with me on this mentor moment. If this episode resonated with you, share it with someone who might need encouragement today. And remember, growth doesn't come from getting everything right, it comes from learning when things go wrong. Lead with purpose, act with heart, and I'll see you next time.