Berry has a solid answer. There are other strategies and a lot depends on the company culture, perhaps even locale.

Sometimes the team doesn't get much of a say. They effed up under pressure, an expert evaluates the situation and devises protocols and procedures to mitigate against it happening again with minimal input from the team.

Other times people are sacked and the team can have a think about their job security.

Different methods for different environments. The post mortem method in some places would be useless. Making people visibly accountable is the only realistic solution. I've seen whole teams shown the door.

Berry has a solid answer. But there is no 'best approach'. There are other strategies and a lot depends on the company culture, perhaps even locale.

Sometimes the team doesn't get much of a say. They effed up under pressure, an expert evaluates the situation and devises protocols and procedures to mitigate against it happening again with minimal input from the team.

Other times people are sacked and the team can have a think about their job security.

Different methods for different environments. The post mortem method in some places would be useless. Making people visibly accountable is the only realistic solution. I've seen whole teams shown the door.