In the second of this series of two blogs on organisational culture and mindset, we take a tour of seven tips for developing a growth mindset organisation.
1) Refuse to be deterred by negativity.
All individuals will approach learning new information and skills with a different attitude, pace and enthusiasm. Guard against being sidetracked or demotivated by negative comments. Constructive criticism can be helpful but it’s just as important to develop and listen to your own, growth mindset, voice. Filter the feedback you receive from yourself and others and decide whether it comes from a place of growth or a fixed mindset. Adopt a coaching approach towards yourself and others.
2) Envision a positive outcome.
Psychologist, Walter Mischel, creator of the most famous willpower study, the marshmallow test, established that the ability to focus on the positive feelings that will be experienced when a goal is achieved, is a crucial factor for success. Develop a clear and vivid vision of what success will look like and communicate this at every opportunity to others in the organization.
3) Consider the impact of your words.
Ask yourself what impact your words have on those around you. Do you adopt a growth mindset in your relationships and encourage others to learn, develop and embrace challenge? If not, take some time to think of ways in which you can improve your interactions with others in the organization to encourage a growth mindset culture.
4) Take on new challenges wholeheartedly.
Don’t avoid tasks that feel less than easy to master. Challenging tasks allow 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). New or difficult tasks are an opportunity to develop new skills and build new synaptic connections, with practice both will strengthen and improve performance.
5) Celebrate your successes.
A belief in the ability to change has a direct impact on motivation to try new things, persevere and complete the change process. Make time to acknowledge and celebrate team and organizational successes. Recognise the hard work that has enabled everyone to learn new skills or excel in an existing area. Think about how the organization tackled previous challenges. When you and your team embark on a new learning curve, remember previous achievements that involved the learning process and remind yourself that having a growth mindset helped you to achieve success.
6) Don’t view failure as all defining.
Avoid the fixed mindset trap by learning to view failure as a temporary setback rather than regarding it as being all defining. Individuals with a growth mindset still experience failure and disappointment but don’t allow setbacks to deter them from their goals. When things don’t go as planned take a growth mindset approach and focus on what can be done differently next time to improve performance.
7) Maximise learning opportunities, be open to new information and experiences.
A fixed mindset literally switches us off to learning. Dweck’s research shows the importance of remaining open to new experiences and information, when we do so our neurons fire and wire together, developing our skills and abilities with a growth mindset.
Fired up to find out more? Watch Carol Dweck talk about the power of yet…
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.