How to Develop a Growth Mindset Team_ Episode 005

September 16, 2017 by Viv Thackray Leave a Comment

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.

Discover How to Overcome Imposter Syndrome Podcast_003

September 1, 2017 by Gill Thackray Leave a Comment

Hi Friends,

Welcome to the third 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 third episode, the imposter syndrome podcast all about feeling like a fake and how to overcome it. Let’s go! [Read more…]

Growth Mindset: Building your Mindset Muscle

September 1, 2017 by Gill Thackray Leave a Comment

Growth mindset is one of the key differentiators between people who achieve their goals and those who don’t. Recognising a Growth mindset (and using it) dramatically impacts upon your performance whatever you do in life. Achieving your goals with a growth mindset is a lifelong habit worth investing your time in. But what is it and how exactly can you build your mindset muscle? We give you the lowdown.

[Read more…]

We’re in New York for a Week

July 10, 2017 by Viv Thackray Leave a Comment

PCG in NYC blogs, corporate mindfulness and increasing performance with growth mindset

We’re spending a week working with clients in New York. We’ll be blogging and vlogging live whilst we’re here, as we examine the latest US research and take a deep dive into the work we’re doing in NYC with our clients.

Corporate Mindfulness NYC

3 reasons to be a smart growth mindset business

October 19, 2016 by Viv Thackray Leave a Comment

What’s so hot about a growth mindset culture?

A host of business trailblazers such as Microsoft, Spotify, Quest and Google are actively developing a growth mindset culture within their organisations. What makes a growth mindset such an important component of a successful business?

1. People who work in a growth mindset business create and innovate more readily than those in fixed mindset organisations

It may seem strange to think organisational mindset can dictate to creativity and innovation, creativity is an ability we can all develop right? But scratch beneath the surface of a fixed mindset organisation and you’ll discover a huge fear of failure threading through the entire hierarchy of the organisation. A fixed mindset has the same attributes for organisations as it does for individuals, the belief that you’re either good at a task or you’re not, talented or not, capable or not. Because there’s no such thing as regarding failures as part of the learning curve on the road to success (think James Dyson’s 5000+ prototypes of his revolutionary vacuum cleaner before he achieved success) people in fixed mindset organisations become fearful to experiment and try new ideas for fear of failure. This stifles creativity and innovation and has an obviously negative impact on the progress that a company is able to achieve.

2. People are more likely to trust each other in a growth mindset business

Research shows us that people who work in a growth mindset organisation are more likely to trust their colleagues. There are number of possible explanations for this, the first may be related to the fact that in a fixed mindset organisation employees are guarded about their expertise and knowledge, making them reluctant to share their smarts with others for fear of diluting their reputation as the person with superior, specialist ability. Secondly, current research also reveals that those working in a fixed mindset organisation are more likely to cut corners and keep secrets in their quest to promote their virtuosity in a company where talent rather than effort is paramount. Not a great recipe for trust.

3. A growth mindset business encourages and capitalises on failure

Leaders in truly growth mindset businesses recognise that their people’s approach to failure is the key to success. The growth mindset business encourages new ideas and growth by framing failure as the route to mastery. Growth mindset leaders ask crucial questions such as what can we learn from this situation? How can this help us with future projects? What do we need to change, tweak or strengthen here? By contrast, when failures occur in a fixed mindset organisation blame is attributed, individuals are measured and found wanting and a failure to learn from mistakes is a precious but missed opportunity.

Here at Positive Change Guru we love to talk about all things growth mindset. 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.

How to Create a Growth Mindset Organisation Part 2

June 22, 2016 by Viv Thackray Leave a Comment

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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