Tag Archives: Growth Mindset

Have a Growth Mindset … for others!

person holding a green plant

I was speaking with an ex-colleague a few months ago, and they shared with me something that happened to her at work.

Her supervisor told her to “… get a growth mindset. You have a fixed mindset and you need a growth mindset!” Her response, not sure if it was verbal or just to herself, was, “My mindset is my own business!”

Telling is not developing!

It made me think of how we assess others. When I think of fixed vs growth mindset I apply it to myself. What areas do I need to grow in? (still looking at you, touch-typing!)

But this interaction made me think how managers and leaders (and co-workers for that matter) consider those around them. Do they have a fixed mindset about others, even if they have a growth mindset about themselves?

Does considering oneself to have a growth mindset, create a level of false superiority over those one thinks have fixed mindset. I say false, because anyone with a true growth mindset would be considerate of others and work with them, not talk down to, or about, them.

Consider terms like:

  • that’s the good old Tom we know
  • she’ll never change
  • they’ve always been like that
  • you need to have a good think about your future (meaning someone is fixed in their current situation)

If we are in a fixed mindset about others, our coaching and interactions will bear this out. We will coach with a limited view of achieving outcomes. Because “they’ll never change” we don’t look for alternative solutions or coaching methods. And even if we do sometimes, it’s simply to prove they can’t change! The good old, “I’ve tried everything!” approach (personal experience!).

If we are providing feedback to our manager on our team’s performance, our report will be governed by our view of them. This goes both ways, by the way. It’s called the “horns and halo” effect.

There is a great video on the Ladder of Inference by Cheryl Williams. Suffice to say, we behave in accordance with our assumptions of others.

And then, what do you do when you’re in this situation? It can be difficult to change our views because we have built up such database of evidence in coming to our conclusions assumptions. We develop blindspots to what people do well, so their fixed mindset behaviours are highlighted while their growth mindset behaviours are diminished.

Conclusion

We absolutely need a growth mindset around our own performance.

We also, perhaps more importantly, need to have a growth mindset with our colleagues, direct reports and those we interact with at work.

Photo Credit: Photo by Akil Mazumder on Pexels.com

When you’re down … and troubled …

man sitting and closing eyes on teal bench
Photo by Jeswin Thomas on Pexels.com

(hat tip to Carole King)

You know those times when you’re facing a challenge and you wonder if you’re up to it? All you see is the challenge and little of the opportunity?

I had that a few years ago.

In 2007, I’d joined an Engineering Group as Head of Human Resources and, on day one, I was tasked with creating an emerging leaders learning retreat … in 6 weeks time.

Holy shit!

It was possibly partly a test. It is a tough industry and they were looking to see what I could do. Could I do this? So much to do and organise and it was just me. No staff. No support. The PAs of the Execs didn’t know me so no favours were coming from that area.

I had to think about selecting the participants with some logic. My experience in Learning & Development required me to have learning outcomes, behavioural change and get the right people in the room.

I had to develop the program. Organise the guest speakers. Locate a venue with catering. Establish costings along with submissions for approval. Back and forth discussions with the COO and the CFO on “Why this?” and “Why that?” and “Can’t you do this cheaper?” (Good times!)

Plus, the other parts of the HR job in general. I was the first HR Manager at the time so everyone wanted a piece of me.

Remembering significant achievements can help you when you’re feeling flat, demotivated and useless. Hey, we all do at times. Have you ever been asked what your greatest achievements are and, in the moment, come up blank? Or maybe you just dismiss them? Yep, me too! 😉

Here’s what I’ve started doing …

  1. Open up your note app of choice, in my case it’s Apple Notes, but feel free to use a physical notebook.
  2. Write down all the achievements you have been responsible for. Could be something you led or played a significant role in (work or personal).
  3. Think about the achievement and how you “felt”. Make sure to write down how you felt at the time. If you can, bask in that glory for a minute, and re-live the emotion. Emotions are great motivators!
  4. Write that down next to the achievement. “I changed “x” to “y” and it was bloody hard work but in that moment I felt on top of the world!”
  5. Keep it visible. If you use something like Apple Notes, you can pin that to the top of your notes so it’s always there to see and re-read!
  6. If you use a physical notebook, place a tab on the page (pages 🙌) so you can refer to it when you need to.
  7. When you’re having a tough day or simply faced with a challenge, take 5 minutes to review these achievements, feel the emotion and gratitude you had at the time. Feel “on top of the world again!”
  8. You did it then, you can do it now!

Outcome: The Emerging Leaders Workshop

Over 3 days, we had 20+ emerging leaders on the program. They had come from all over Australia, Vietnam and Dubai.

We walked them through a business case study and allowed them to interact with each other, challenge each other and develop plans to become better.

We developed some business “truths” and created stronger relationships between the offices and the various engineering disciplines.

I think the CFO and COO were mildly stunned I had pulled it off and were very happy with the outcomes.

That experience is one I remember when faced with a challenge today. I’ve done it before, I can do it again. Even writing this out has been beneficial.

Maybe there is a Step 9! 😉