Why should you even care about growth mindset?
Because it works.
It's not a fuzzy buzzword. It's a framework based on several decades of research.
Your organisation performs better, your people are happier and more engaged and you tend to be more innovative and creative in the work you do.
Research has repeatedly validated that people and organisations with a predominant growth mindset have the following characteristics:
- Improvement in performance
- Higher appetite to experiment and innovate
- Persevere in challenging times
- Adapt to new circumstances quickly
We live in a world where everything feels like it can change overnight (and often does). More than ever before we need people and organisations that are energised by these challenges instead of falling back and retreating.
What actually is Growth Mindset
Our MINDSET is an established set of beliefs and attitudes which have been created over the course of our lives through interactions with parents, teachers, managers and society in general.
We are often unconscious and unaware of these.
Our mindset drives our behaviour and decision-making more than any other factor.
It affects what we think is possible for ourselves and what we think we are capable of.
Organisational culture is the everyday shared habits and behaviors of its people. So the mindset you bring to your work, influences the culture, particularly if you are in a leadership or HR role.
Dr Carol Dweck broke mindset into a spectrum from FIXED mindset to GROWTH mindset. At its simplest level, a Fixed Mindset believes skills and abilities are fixed and innate – you are either born with it or you’re not. A Growth Mindset believes skills and abilities can be developed if you want to put the work in.
Growth Mindset Webinars
An online 1-2 hour virtual interactive webinar that introduces your team to the concept of growth mindset and what this means for them.
This can be more generic and open to anyone or tailored for leaders or to include a focus on a specific challenge for the team.
Growth Mindset Workshops
In-person or virtual interactive workshops. A half-day workshop works fantastically for teams that work together and this can be expanded to a full-day or bundled with DiSC.
A full day Growth Mindset for Leaders is also available and is focused on leaders creating a growth mindset culture and environment within their teams.
Growth Mindset Audit
Do you want to know how your team or organisation sits in terms of the fixed to growth mindset spectrum?
This audit involves assessing the key elements that impact culture and engagement such as performance management, communication, leadership approach etc and coming up with a strategy and practical actions to develop an ingrained growth mindset culture.
- Learning and growth motivates me
- I am curious to explore new ideas and ways of doing things
- I am actively looking for ways to stretch myself
- I ask for feedback and use it to get better
- If I put enough effort in I can learn almost anything
- Impressing people is really important to me
- I prefer to keep doing what I know I can do well rather than risk making mistakes with something new
- It’s best to keep doing what we have always done
- I don’t like constructive feedback and avoid it if possible
- You’re either born with a certain talent or not
- It’s safe to challenge and debate each other; we don’t take it personally
- Collaboration is key; we can do more as a team than as individuals
- We learn from each other and leverage others ideas
- We hold each other accountable
- We are clear on how we contribute to the organisation’s performance
- We prefer “false harmony” than saying what we really think
- We are dependent on our leader to tell us what to do
- It’s safer to say what everyone else is saying – group think
- We protect our own ideas as we each want to look like the best in the team
- We don’t do anything that might fail
- Creating psychological safety is my top priority so it is safe to try things that might fail
- Everyone in my team has potential
- I listen more than I speak and I spend more time coaching than on operational updates
- I value diverse perspectives and actively ensure we are inclusive
- We set bold visions and targets together and mobilise and inspire each other
- My job is to have all the answers and I have failed when I don’t
- A directive and top down management style works best
- I encourage internal competition within the team
- I reward individual results over team effort
- Only some of my team have potential
- We design our operating model around collaboration, to leverage and scale
- Everyone is a talent and can be developed
- We make bold decisions, knowing that sometimes we will get it wrong
- We are obsessively curious and look externally
- We know that a diverse and inclusive culture will drive better decision-making
- Our operating model is siloed and fragmented with internal competition
- We decide who is a talent and who is not
- We stay safe and prefer to do what has worked in the past
- We are internally focused and not that interested in what our competitors or customers are thinking and doing
- We hire and promote on culture-fit so that people think in similar ways
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