Are you taking stock of the last twelve months? What went well? How could things have been more successful? What did you hope to do but fail to get started? Which new habit fizzled away and which one became the norm? Are your thoughts already turning to plans for the new year ahead? Understanding how to effectively break old habits and make powerful new ones stick is an important part of the process but how do these changes successfully become habit?
How excited are we to be heading to New York again? We’ll be talking about growth mindset and mindfulness with some fantastic organisations across the pond. Even better? We going to be delivering some open sessions in the city, talking about the benefits of growth mindset and how to apply it to smash your goals in 2018.
We’ll also be talking to some awesome guests for the Positive Change Guru podcast. Watch this space….
If you’re in new York this April and May come and say ‘Hello’ we’d love you to join us on one of our open sessions. Contact us for more info at firstname.lastname@example.org
We’re heading to San Francisco to talk about growth mindset and mindfulness. We’re really looking forward to working with some of our favourite clients here. We’d love you to join us at one of our open sessions, so look out for our dates in San Francisco. Come and say ‘Hi’
We’ll also be talking to some exciting podcast guests. Watch this space…..
We were super excited when Lancaster University asked us to work with graduates of the prestigious Bonington Leadership Programme. It’s not every day that you get to make one of the world’s most awesome commutes winding through the Lake District, alongside Bassenthwaite Lake, Derwent Water, Thirlmere and Rydal Water. But that’s exactly what happened when we were invited to work with Lancaster University. We couldn’t believe how lucky we were to be driving through such amazing scenery en route to the exceedingly grand Belsfield Hotel overlooking the eastern shore of Lake Windermere. We even got to talk about one of our favourite subjects….
We had a great time meeting the academic staff from the university, talking about mindfulness and how it can be applied to all aspects of leadership to optimise performance, build resilience and decrease stress. We loved every moment that we spent working with a roomful of exceptional academic leaders in such an amazing setting. And the perfect end to such a fabulous day? A mindful moment by the lake and snow capped fells before jumping on the train to London to do it all again the next day. We really do love what we do at PCG!
Here’s what Lancaster University had to say about the day.
“Gill and Viv ran a Mindful Leadership Workshop with a group of Professional Services and Academic leaders undertaking the University’s Bonington Leadership Programme. The session was a valuable introduction to this topic, providing some practical steps for managing oneself and for managing others using mindful techniques. As well as covering the theory, Gill and Viv encouraged an interactive session and a safe space for us to practice techniques. This was enhanced by incorporating our lovely rural setting and carryout parts of the workshop outside.
The team were good to deal with in setting up the workshop. Available to answer questions and design a bespoke experience for our group, professional throughout, arriving punctually and well prepared for the session.” Larissa Morrish, Head of Procurement, Lancaster University.
If you want to know more about how mindful leadership training could transform your team drop us an email at email@example.com we’d love to hear from you.
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.
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