How to create a growth mindset organisation for success
More and more of the organisations that Positive Change Guru works with are realising that a growth mindset is an essential element of success. Leaders are seeking to create and develop an innovative, agile and resilient workforce. Many companies are also focusing their attention on mindset at recruitment stage, recognising that people who are enthusiastic, willing to fail and open to learning and improving through such failures make great employees. In Part 2 of our series on creating growth mindset organisations, we look at why so many companies are turning their attention to organisational growth mindset.
Inspire and motivate with a growth mindset
Want to create a platform for competitive advantage in your team? Studies show that employees evaluated their growth mindset managers as being better at coaching and developing their skills than fixed mindset managers. Growth mindset managers were also more data driven, less likely to fixate on poor past performance and better at spotting performance improvement in the individuals they managed.
Encourage innovation with growth mindset feedback
What impact do your words have on those around you? Do you adopt a growth mindset and encourage others to learn, develop and adapt? If not, you can improve the quality of your interactions by communicating a growth mindset when giving feedback.
Research shows that when people have their performance compared to that of others they are more likely to adopt a fixed mindset, assuming that the purpose of comparison was to show how good they were. When a person’s current performance was compared with their past performance they were more likely to adopt a growth mindset, believing that the purpose of the exercise was to help them improve. Studies show that not only did performance improve for these people but they were also better at finding the best solution to the project they were working on.
5 Tips and tricks to create a growth mindset in your organisation
- Praise the process. Remember to praise the process of teamwork, taking on manageable risk and learning from failure. By analysing and understanding errors your team will be in a stronger position to adapt to future challenges and improve performance. Highlight progress and effort by comparing a person’s current and past performance rather than comparing them to others when providing feedback.
- Promote reasonable risk. Carve out time and resources for improving individual and team performance. Encourage innovation and experimentation, adopting a growth mindset approach to the possibility of risk and failure.
- Master the aspects of your business you avoid. Don’t avoid areas of your business that feel less than easy to master. Making a commitment to wholeheartedly engage with challenging tasks allows individuals and teams to develop new skills and abilities. Neurologist, Dr. Harry Chugani, describes the synaptic connections which occur in the brain during the learning process as being similar to roads. Chugani explains, “Roads with the most traffic get widened. The ones that are rarely used fall into disrepair” (Linley, 2007). Keep your neutrons firing to develop new skills. New or difficult tasks are an opportunity to develop new skills and build new synaptic connections, with practice both will strengthen and improve performance.
- Share growth mindset success stories. Make time to acknowledge growth mindset team and organisational practices. Recognise the hard work,strategies and processes that have enabled your team to learn new skills or excel at a new project. Encourage your team to share growth mindset practices across the organisation.
- Guard against fixed mindset triggers. Even when you work hard to develop a growth mindset business, it’s still possible to be tripped up by your own fixed mindset triggers. A fixed mindset trigger might be evident when we face criticism, are unfavourably compared with others or face a challenge, if we fall into defensiveness behaviour or insecurity then a growth mindset will be inhibited. Inevitably, some business environments can be full of such fixed mindset triggers.Guard against fixed mindset triggers in your business by focusing on being aware of when your fixed-mindset ‘persona’ shows up and then identifying what it takes to make you feel threatened and defensive. Develop a growth mindset approach by spotting your triggers, identifying the fixed-mindset persona for what it is and learn to talk back to the persona with a growth mindset voice, persuading it to work towards the new growth mindset effectively.
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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.