How can you coach a growth mindset during change and transition?

Google has pages telling you what a growth mindset is. Let me simplify it for you. It's NOT having a knot in your belly. Quite the opposite. Belly in full relaxed mode. Shoulders too. Ahhh. Feel it? You live it when you know, believe, trust, act like you got this. But wait, what about under those circumstances, with that time pressure, with your back to the wall?!? You KNOW you got this. One way or the other, you got this. Your world can still be rocked. But at your core, you are steady. Time pressures can still make you sweat. But you know you will be ok on the other side of it. Simply, you feel you're going to be ok cause you got this, whatever it is.

I suggest focus on fostering adaptability, promoting resilience, and highlighting past successes. Encourage individuals to view challenges as opportunities for learning and development. Emphasize the importance of continuous learning, setting realistic goals, and providing support and accountability. Model growth mindset behaviors and create an environment where experimentation and feedback are valued. By instilling these principles, individuals can navigate change with confidence and embrace opportunities for growth.

Part of my growth mindset is the knowing that everything happens for a reason and my benefit. EVERYTHING. Some might say it’s not true but that’s alright. I consciously choose this belief because it gives me power over my life.

A growth mindset is an unwavering belief that we can achieve any desired outcome, no matter how challenging the obstacles may seem. By reframing these obstacles as ladder stages, we can climb higher every time we overcome them. With a growth mindset, success is not a matter of if but of when.

A growth mindset is an attitude that views abilities, intelligence, and talents as qualities that can be developed and improved over time through effort, learning, and perseverance. Individuals with a growth mindset believe that their success is not predetermined by innate traits but is rather shaped by their willingness to learn, take on challenges, and persist in the face of obstacles.

Change and transition, as illustrated by the Buddha's raft story, align closely with a growth mindset's principles. Both emphasize adaptability, the journey of learning, and the importance of letting go of outdated methods or beliefs once they've served their purpose. This parallel teaches us to embrace new challenges without clinging to past successes, advocating for continuous growth and the flexible application of knowledge and skills to navigate life's ever-changing circumstances.

Change and transition are natural occurrences in life. They can trigger a range of emotions, beliefs, and bring uncertainty to one's life. However, adopting a growth mindset can help you perceive this period as a part of your journey. This can empower you to become a better version of yourself and lead you towards a brighter future.

Get a coach. We can’t see past the borders of our own perceived reality. We need someone outside of us to point out the blind spots. Sometimes it might feel like we’ve developed a so-called growth mindset, however the brain and ego are very good at tricking ourselves.

Getting a coach is the shortest and fastest way to develop a growth mindset. However, there are still ways to do it on your own. First, you should learn the difference between a fixed and a growth mindset and identify your current situation. Next, you should self-observe and take many notes describing situations and your attitudes. After that, you should learn to reframe those situations by trying multiple self-coaching techniques. Finally, you can evaluate your progress after 6-9 months of consistent practice.

You must be hungry enough to do what it takes to develop a growth mindset. I would most certainly invest in a Coach, not just any Coach but one that has had proven success in this area. We are a product of our own programming and our behaviours, patterns and beliefs can hinder our growth, when we don't know, that we don't know. I have experienced massive shifts by diving deep into the inner work and releasing the energetic blocks, my experiences have been profound. It does take courage to truly commit to ones own growth journey but the results are immense.

The 1% rule is always the best. While it's good to have the long term vision, it's also fundamental to do small steps, every single day. It means that the end result of a small improvement of 1% per day will make you almost 38 times better than your starting level after a year. Not bad for a small 1%, isn't it?

It's incredibly difficult to see past the walls of our own maze! So it might be useful to have a coach or therapist to help you gain a new perspective! That being said, gratitude and forgiveness go a LONG way! Think of gratitude as unlocking your potential. By appreciating your journey and what you've already achieved so far, you build confidence and resilience to tackle challenges with a growth mindset. You start believing in your ability to learn and improve, welcoming the obstacles. Forgiveness frees your mind. Letting go of negativity like guilt, shame and resentment creates space for learning and improvement. It fosters a growth-oriented perspective, allowing you to see challenges as stepping stones, not setbacks.

Point out someone’s BS. As a coach there are times you have to be gentle with your client. Other times you need to serve them powerfully by being open, honest, and sometimes even blunt. As a coach you’re there to say the things people NEED to hear, not necessarily what they want to hear. They have friends and a mom for that. A growth mindset can be inspired in your client if you as a coach are willing to point out to your client exactly that which is not serving them (in their thoughts, words, and actions).

During any transition, it's really easy to focus on the negative events. You have the choice to stay stuck in that negative or fixed mindset OR choose to see the ways in which you can grow. This is the time to summon your courage and influence. What challenging project or conversation have you been putting off because you don't want to face it? Start tackling that first by engaging your courage. How can you positively influence your peers or your manager so that they can support them. Many times when you are going through a difficult time, it's best to take the focus off of you and help others. Ask your peers how you can help them through the transition and that will certainly help you influence people in a positive way.

As coaches, a part of our role is to create tension that will help clients explore what is often uncomfortable but will yield new insights. Recognizing where your client is 'reacting' vs. responding, is a good indicator of which mindset they are operating from. Part of creating tension is creating a pause (holding silence) and keeping your client here so they can transition into processing their thoughts, before planning how they may wish to proceed. This process of pause, process, plan and proceed is a practice that will help clients to shift from being reactive (fixed) to a more growth-orientated mindset of responding.

Your results will be a direct representation of your mindset. New way of thinking = new results. New results can be celebrated :))

In my practice, I encourage my clients to take notes throughout the process. While the mindset is invisible, notes of the old thinking patterns compared to current thinking patters, along with the results and better feeling, won't lie.

As a coach, my role in fostering a growth mindset during change is pivotal. I guide individuals to see challenges as opportunities for personal development and improvement. I acknowledge their feelings, find the positives in change, and work together to set achievable goals. By staying resilient through setbacks, encouraging continuous learning, celebrating their progress, offering unwavering support, and leading by example with my own positive attitude, I empower them to navigate transitions confidently. My personal approach on being resilient, flexible, and positive about learning, makes it easier for the people to handle changes with confidence.

Creating psychological safety and reframing discomfort are pivotal in managing change. By fostering an environment where expressing vulnerabilities is encouraged, individuals feel supported, understanding that uncertainty is a shared and normal experience, promoting growth. Coaching strategies that reframe discomfort from being a barrier to a catalyst for development are essential. Techniques like mindfulness allow for a non-judgmental observation of discomfort, easing its impact and facilitating a positive transformation towards achieving personal and professional goals.