Many of us like to think we have a growth mindset. It is rare for someone to openly admit that they are closed to new ideas, rely on their natural gifts instead of stretching themselves, and are subject to forces beyond their control. However, very few of us have a pure growth mindset because we all have our triggers and comfort zones that provide us mental and emotional shelter.
The two most important aspects to a growth mindset are a commitment to learning and an attitude that our success is mostly in our control. Bad luck and failure will always be with us, but we can develop and grow as a result of it.
Think about your triggers. Have you heard yourself saying the following:
- Our compensation system won’t allow that at our organization.
- Our people are just adverse to change and risk.
- This is not the time to rock the boat.
We can be triggered by outside influences, but it is those internal triggers that are the most self-limiting. If a colleague argues against an idea or new approach, you can stand your ground and make your case. However, when those alarm bells go off in your head that you may be to far out over your skis, we seek comfort in the familiar and the predictable. Why take the risk of looking foolish, saying something silly, or losing your job?
However, individuals and organizations must adopt a growth mindset and fight these natural responses. If you don’t, you are conceding your future to the choices and preferences of others. Use the following tactics to develop your mentality towards growth:
- Commit to deliberate practice (not mindless repetition) to further develop your strengths.
- Engage a coach (team or individual) to reflect on areas to improve performance and create a plan to get you there.
- Rely on teams to complement your strengths instead of insisting on doing it all on your own.
- Accept failure and embrace experimentation.
- Trust your fellow team members and collaborate. This is what develops the culture that allows for a growth mentality to take hold across an entire organization.
If your team needs a Certified Team Performance Coach to address issues of culture, conflict, and trust, let’s talk about a team event and ongoing development.
Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset. They tend to achieve more than those with a more fixed mindset (those who believe their talents are innate gifts). This is because they worry less about looking smart and they put more energy into learning.