If you’re new to positive psychology or thinking about how you can implement it on a practical level in your workplace, you’ve come to the right place. Unlike traditional psychology it doesn’t focus on dysfunction, what’s broken or what’s not working. Nope. By looking at what works it aims to create more of it. Positive psychology is a new, science backed paradigm that will enable your team to flourish, optimise performance and even, wait for it, feel happier at work. We show you how.
Positive psychology has turned traditional leadership metrics upside down. This new science of success examines strengths rather than weakness, celebrates failure as the path to mastery and encourages a culture of learning rather than competition. We dive into three tried and tested, evidence based kick ass positive psychology practices that will positively impact upon your leadership.
Are you developing a growth mindset team? Start with our ten tips and tricks to develop a growth mindset culture.
1. Promote problem solving through failure
A growth mindset team problem solves by analysing failures. Help your team understand that taking reasonable risks and experiencing a few failures along the way is an essential part of the process that leads to increased creativity and innovation. Encourage your team to anticipate setbacks and ask..how will you overcome them?
2. Encourage your growth mindset team to talk about how they overcome challenges and setbacks
The culture you create within your business is reflected in everything you do and say. Encourage your team to understand the value and benefits of talking about their professional challenges and setbacks and sharing the tools and techniques they’ve used to overcome difficulties.
3. Encourage the process
Avoid the fixed mindset trap of only focusing on successful outcomes. A purely results driven business risks losing the fertile learning ground that’s contained within both successes and failures. Results matter but learning from the process that your team is constantly engaged in is just as important if you want to create an innovative, agile and resilient culture. Ask your team, what did you learn from the process?
4. Ask your team …where is the challenge?
Invite people out of their comfort zones by asking them to constantly choose and immerse themselves in new challenge. A fixed mindset approach encourages us to stick with that which we’re confident we can achieve and a fear of failure prevents us from breaking free from this limiting approach. In contrast, a growth mindset enables us to take on new challenges wholeheartedly, taking failures in our stride as we relish the new opportunities that a challenge can bring.
5. Encourage a culture of development rather than genius
Carol Dweck’s research has shown that organisation’s who worship a culture of genius rather than development can become places where the majority of employees feel undervalued, disengaged and unsupported. When you encourage a development culture research shows your team is more likely to feel committed, engaged, supported and more able to take on innovative and challenging tasks.
6. Make sure you don’t just talk the growth mindset
At PCG we sometimes hear people in organisations complaining that although leaders talk about growth mindset they do little to embody it. Let your people know that you’re serious about developing as a growth mindset team by talking and walking a growth mindset. Lead by example and talk your team through how you’ve overcome setbacks, dealt with failures and challenged yourself to develop skills and abilities.
7. Encourage reasonable risk
In fixed mindset organisations innovation can be stifled because people resist taking risks for fear of being blamed when things go wrong. Encourage your team to take on acceptable risk in order to support them in developing new strengths and skills.
8. Emphasise that errors are the route to mastery
A growth mindset team understands the need to embrace failure as part of the route to success. When a team member talks about their failures and tells you, “I can’t do this” encourage them to add “yet.” Encourage your team to embrace failure and learn from it by explaining that real mastery is impossible without encountering and surmounting failures.
9. Growth mindset teams ask…who are you collaborating with, who are you mentoring?
In growth mindset teams people share information across teams and networks and support each other to achieve the organisation’s goals. Mentoring and collaboration can spark innovation, improve performance and increase organisational resilience when the going gets tough. Regularly ask your team to share who they are mentoring or collaborating with and how this has benefited them, the team and the organisation.
10. Look for your fixed mindset triggers and encourage others to do the same
The first step to develop a growth mindset team is to recognise what triggers our fixed mindset responses. Learn to listen out for your own fixed mindset triggers and encourage others to do the same by monitoring your inner dialogue and emotional responses.
We love to talk about all things growth mindset at Positive Change Guru. Check out our forthcoming events or get in touch to find out more about our suite of courses and discuss bespoke growth mindset training for your organisation.
Welcome to the first episode of The Positive Change Guru Podcast, the podcast for a positive community. We want you to be inspired, achieve your dreams and take action. Our mission is to help you achieve your goals and unleash your awesomeness by providing you with practical, actionable tools for positive change. So what better place to start than with the subject of our first episode – developing a growth mindset for success. Let’s go! [Read more…]
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Are you under attack from Mood Hoovers?
No matter how positive you are, sometimes you’re in a situation where those around you have lost their mojo and radiate negativity. Unknowingly these emotional vampires suck the positivity out of everyone around them with their doom and gloom approach to life. It can happen to any of us and we’re all entitled to an off day but on a regular basis it can be exhausting and completely drain your energy levels. If you frequently find yourself in a situation where you’re surrounded by negativity, in the office, with friends or even at home, here’s our quick survival guide to managing mood hoovers.
Organisational Mindset and Culture
What is mindset?
Mindset refers to the work of Carol Dweck, a psychologist at Stanford University who has spent over thirty years studying the effect of mindset on individual and organizational approaches to learning and managing challenge.
A growth mindset is the belief that abilities and skills can be developed, that a conscious effort to strengthen and improve our abilities will increase them. In contrast, a fixed mindset is the belief that our abilities are fixed and regardless of effort, can’t be significantly changed.
Mindset also applies to the culture of teams and organisations.
Dweck has also worked with employees from a number of Fortune 1000 companies to discover the differences between a fixed mindset organizational culture and a growth mindset organizational culture. One of the most interesting findings in her research so far is that, whether an organization has a growth or fixed mindset, the employees are instinctively aware of the cultural mindset and this can have a significant impact on behaviour.
There’s no hiding mindset
“In broad strokes, we learned that in each company, there was a real consensus about the mindset,” Dweck says. “We also learned that a whole constellation of characteristics went with each mindset.”
Dweck found employees at fixed mindset companies:
- often said that just a small handful of “star” workers were valued
- demonstrated less commitment than employees at growth-mindset companies
- felt the company was unsupportive
- were anxious about failing and as a result, pursued fewer innovative projects
- regularly kept secrets and cut corners to try to get ahead
Which organisational mindset rates their employees more highly?
Supervisors in growth-mindset companies were more positive about their employees than supervisors in fixed-mindset companies, rating them as;
- more innovative
- committed to learning and growing
- more likely to describe their employees as having management potential.
The mindset an organisation fosters has significant implications for how individuals and organisations develop, innovate and navigate a fast paced, changing world. Mindset greatly influences how challenge is approached. Those working in a fixed mindset culture are less likely to take on challenges and risk failure. When failure strikes, those with a fixed mindset cope less well than their growth mindset counterparts and are significantly less likely to learn from failure.
In the meantime, more from Carol Dweck:
Here at Positive Change Guru we love to talk about all things growth mindset. Get in touch to find out more about our suite of courses and discuss bespoke growth mindset training for your organisation.
The powerful benefits of positive emotions
Psychologist, Barbara Fredrickson is famous for her ‘broaden and build’ theory on positive emotions. Fredrickson’s research shows that the more we focus on, and build, our repertoire of positive emotions, the broader the application of our positive emotions and their benefits become. We examine the best way to broaden and build your own positive emotions.
How emotionally intelligent are you really? You think you’ve got it covered, well, sort of? Emotional intelligence is a profile of competencies, it doesn’t boil down to you either have it or you don’t. The starting point is self awareness, the ability to recognise what you’re feeling when you are feeling it. But that’s not all there is to emotional intelligence. We investigate.