What do you do if your team members resist adopting a growth mindset and embracing continuous learning?

Most of us wish to get to the end of the tunnel. Only some are committed to the process. Few take up the journey, a handful of them navigate the ups & downs & finally the exceptional make it. Why is there a resistance to change at every step? The answer lies in coaching, mentoring, training & motivating the team members all along & the secret sauce is the internal urge to not give up on them. What can we do to get more to do this? Be with them during the lows, give strength & support during the make-or-break moments. Celebrate small wins & in the event of a failure, help them see it as a stepping stone to success. Get them to make amends in the approach in getting to next stage & voila we have solved pieces of the puzzle for the go getters!

I used to call it fearlessness -- that I wanted my team or my company to be fearless. Now, rather, I think it's a matter of being brave. If you don't know something and embrace the opportunity to learn, you are being brave. If you are in the business of innovating, that bravery is constantly put to the test as things are moving and changing so very rapidly. All of that is to say that truly listening to learn, being a student of the game, as it were, and being brave in moving forward to address a challenge are all keys to success. Great leaders or teams make these learning processes fun if not exhiliarating as well.

Not every member may adopt a growth mindset or enthusiastically embrace continuous learning. Each team member can have different ambitions; while some may thrive in managing present day business, others may like to explore what organization shall need for tomorrow for growth and expansion. It is important to undrstand between those inclined towards the company's immediate objectives and those poised for future growth and expansion. Both orientations are valuable contributing to collective efforts. Striking a balance between these two groups is essential for business sustainability and future growth.

Most people equate growth to sales and combine that with the experience of buying a used car. It’s is absolutely critical to understand the difference between “selling” your customer and helping them solve and unmet need.

Actions are based on beliefs. Sometimes those beliefs are clear, sometimes they’re more subconscious. Have candid conversations about why people don’t believe something will work, what their fears are and what alternatives they see. Don’t judge, just listen. Hearing and validating them builds trust, which gives the opportunity for transparency to bloom. Together, you can identify where your beliefs differ and then talk about what might change specific beliefs. That could be new information, data, solving specific blockers or simply building trust in the relationship. Often times, just identifying the root cause can be illuminating for the individual- and they can then solve it from there. When they do, acknowledge and praise that growth.

Create Safe Spaces ??: Foster an inclusive environment where team members feel safe to voice concerns and share ideas without fear of judgment. Encourage Diverse Perspectives ??: Emphasize the value of diverse perspectives and experiences in shaping a comprehensive growth mindset culture. Offer Support Networks ??: Provide mentorship programs, peer support groups, or coaching opportunities to help team members navigate challenges and embrace learning. Celebrate Achievements Together ??: Recognize and celebrate both individual and team achievements related to growth and learning, reinforcing a positive and inclusive culture.

It is extremely important to bring the organization onboard by identifying the growth opportunities and the need for the continuous learning to meet the organization strategy and goals. The employee’s’ engagement is essential to have them part of the change. Employees need to be aware of the ample opportunities the organization is offering to ensure their continuous learning.

Post providing environment, collaborative ecosystem, positive reinforcement, purpose and recognition, goal clarity, resources, coaching and mentoring and finally feedback, if the team member still resists change and is not exhibiting growth mindset then it is critical to evaluate fitment to the role and culture. No harm in accepting you took a wrong decision.

Create a safe space for dissent and disagreements to have inclusive work space and diverse culture. understand reasons to resist change..Build trust before you jump to coach / mentor. Make him understand what's there in it for him & How the good looks like. Provide support ,set up time lines , track progress , give feedback, help navigate where appropriate and if it's still not happening then elaborate impact and possibilities ...finally take a call If nothing works...

To address resistance to a growth mindset, foster inclusion within the team. Create a safe space where diverse perspectives are valued and respected. Encourage open dialogue to understand concerns and perspectives. Emphasize that everyone's input is essential for collective growth. Offer opportunities for skill development tailored to individual needs. By fostering an inclusive environment, you empower team members to feel valued and motivated to embrace continuous learning, driving the team towards shared goals effectively.

Make sure the goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. The set goals need to be clear and easily identifiable, a specific output needs to be chosen to determine if the goal was achieved or not or need more time to work, make sure the goal is not impossible, it has to make sense for the individual's strategy and for the strategy of the company as whole, and finally, a timeline

When team members resist a growth mindset, setting clear goals can be transformative. Establish specific, achievable objectives tied to learning and development. Communicate the importance of growth for personal and professional success. Encourage regular progress reviews and celebrate milestones achieved. By aligning individual goals with organizational objectives, you inspire a sense of purpose and motivation for continuous learning. Tracking progress towards these goals fosters accountability and cultivates a culture of growth within the team.

A reminder to team members that they are in control of their careers and should take ownership of their progress is important. Managers can advise and coach, but it is up to individuals to follow up and proactively look for opportunities to develop. Learning comes in many forms, like attending a webinar on a topic that will help you develop your understanding or shadowing someone at work who does something well that you are aspiring towards. Also, consider a career coach outside of your organisation to give you a different perspective and fresh ideas on how you could develop inside and outside the organisation

Establishing clear objectives is essential. They serve as a roadmap for achieving your goals and guide your actions. Understanding what you want to accomplish and how you will approach it is crucial in defining your mission. This mission, in turn, helps align your personal development journey. By aligning your objectives with your personal growth, you create a harmonious connection between your aspirations and your actions. This alignment propels you forward, enabling you to navigate your path with purpose and intention.

Celebrate not only the achievement of goals but also the learning and development journey that accompanies them. Recognition reinforces the value of continuous learning and encourages sustained effort.

Training is an important part of the process. Businesses can’t expect their team members to just know how to sell their product of service, and it’s very rare that people go into an industry to sell that product or service. So it requires a complete mindset shift, which requires training. Business owners have to give their team members the tools to succeed. They also have to give them the safe space to test what they’ve learned and let know that mistakes are part of the journey, that what is important is that they learn and iterate every time.

Resources are one thing, but as with every good sale comes a good case study... Make yourself a prime case study for continuous development for your colleagues. Showcase the benefits you've seen from learning something new and apply it to a setting that is mutually understandable. This could be as simple as learning a new way to analyse data to show sales conversions, or taking an AI intro course to understand how it can benefit the team in some way. This may help the colleagues 'on the fence' about development.

Back in 2016, I doubled the average revenue closed won per rep in my team at ResearchGate because I had the realisation (as basic as it sounds) no one wants to fail, we all want to succeed I spent most of my effort on what I then called "knowledge empowerment" I personally coached my lowest performers, giving encouraging feedback, and used my top performers to buddy up with those in the middle I fought HARD with marketing for content we were missing and new decks I ran weekly workshops, and got my top performers to run some too We doubled conversion rates in 2 quarters without changing the product, ICP, or getting ANY new budget All I did was empower reps with what they needed to know The power of resources are painfully overlooked

There is an over abundance of easily available and free digital education resources available today, but many of these may not be of high value. Providing resources to teams includes bundling of quality resources to train and upskill employees.

A bit of non-conventional paths can surely help beyond the standard methods such as mandatory learnings and pay incentives: Reverse mentoring: Pair senior team members with younger employees to challenge traditional hierarchies. ′Learning time’: Offer mini-sabbaticals or free time dedicated to learning. This can be a time to explore new fields or work on passion projects. Cross-industry exploration: Arrange for team members to spend time with organizations in completely different industries to spark innovative ideas and understand the ‘grass is not always greener’. Gamification of learning: Introduce leaderboards, badges, or challenges that make learning more engaging and competitive in a fun way.

Actions speak louder than words. It's as simple as that. If you provide direction but then don't demonstrate that you practice what you preach then your team will start to tune you out. The strongest leaders don't even need to say as much because they are communicating more effectively by acting. A growth mindset across a team starts at the top.

Leading by example is pivotal in establishing a culture of growth within a team. It's essential for team leaders to embody the principles of a growth mindset authentically and consistently. When leaders 'walk the talk' and align their actions with their internal values, it lays a foundation of trust and psychological safety. Without authenticity in leadership, team members may retreat to a fixed mindset as a defense mechanism, safeguarding themselves against perceived inconsistencies and vulnerabilities. By practicing what they preach, leaders can dismantle barriers to a growth mindset, encouraging their teams to pursue personal and professional development with confidence and curiosity.

Lead by showing what a growth mindset is, in your personal story and example. What people see influences them much more than what they hear. So don’t teach or tell about a growth mindset, rather show your team what it is, by taking them along and letting them see firsthand how you apply it to your life and work.

Leadership by example plays an important role in this situation. Likening this to training a child: the parent or guardians actions are those that the child sees and learns from. As such, your team must see you interested in learning, unlearning and relearning within the space or area of your work as well as depicting that growth mindset. It encourages them to seek for excellence, etc.

Entender o perfil do seu time é importantíssimo! Todo o trabalho é feito por pessoas e para pessoas no fim do dia. Uma forma eficaz de entender o perfil é de fato tracar perfis comportamentais e perceber onde cada soft skill é melhor aproveitada e sempre promover a cultura da inclus?o

I would rather promote and encourage Action than Reflection. Because only one step forward will leave a footprint in the sand.

Regular Feedback Sessions ??: Conduct regular feedback sessions to encourage team members to reflect on their progress, challenges, and areas for improvement. Goal Setting Exercises ??: Encourage team members to set personal and professional growth goals, and regularly reflect on their progress towards achieving them. Learning Journals ??: Encourage team members to maintain learning journals where they can reflect on new insights, lessons learned, and ideas for growth. Peer Discussions and Sharing ???: Facilitate peer discussions and knowledge sharing sessions where team members can reflect on their experiences and learn from each other's successes and failures.

Create a supportive environment where team members feel comfortable sharing their reflections and insights without fear of judgment. Highlight the value of learning from experiences, both successes, and setbacks, as it fuels resilience and a positive attitude towards challenges.

In my years of leadership, I've learned that every team member's journey is unique, filled with their own fears and aspirations. So, when faced with resistance to growth, I approach it with a blend of understanding and encouragement. I sit down with each individual, not as their leader, but as a fellow traveler on this path of learning. We share stories, laugh at our stumbles, reflect and find common ground in our pursuit of growth. It's through these conversations that I've witness walls crumble and minds open to new possibilities. Uncovering the underlying reasons behind their reluctance is key. And in those moments, I'm reminded of the beautiful tapestry of humanity that we weave together.

Routine feedback and direction makes the Team understand the objective, gives the team a feeling of belonging and this gives legitimacy to the process.

In fostering a growth mindset, the belief that abilities and intelligence can be developed through dedication and effort, leaders must ignite a 'fire in the belly' within their teams. This feeling helps fostering personal and professional growth. To instill this fire, leaders must lead by example, communicate benefits, provide support and offer exceptional learning opportunities. Zig Ziglar said the only thing worse than training employees and losing them is not training them and keeping them.' Here I recall President Kennedy's encounter with a janitor at NASA in the 1960s. When asked about his work, the janitor replied, 'Mr. President, I'm helping put a man on the moon.' This narrative underscores the significance of mindset growth.

Having a growth mindset is great and as leaders we would love everyone to embrace it, but sometimes people want to just put their head down and do a great job or they may have things going on outside of work that only allows them to focus on doing a great job. It’s not that they won’t grow, but their growth will be more incremental and perhaps not as deliberate.

To overcome resistance to embracing growth mindset and continuous learning, emphasize their significance through clear communication. Lead by example, sharing learning journeys and providing accessible resources like training programs. Foster growth-oriented thinking by encouraging feedback. Establish explicit learning expectations within performance evaluations and offer support through mentorship and coaching. Celebrate milestones to underscore the importance of ongoing learning. Address persistent resistance through open dialogue, aiming to create a supportive environment that cultivates personal and team success through continuous development.

Promote a Secure Atmosphere (safe environment for the people) : Cultivate an environment where errors are regarded as chances for growth, rather than shortcomings.

Participate & Celebrate: Apart from setting goals and leading by example, the leader could also be part of the learning journey. Pick a learning topic, learn, prepare, present to a small audience that could include all members of your team & other related groups and most importantly solicit a brief feedback too. This would certainly encourage motivation and bring in all round participation. Take time to Celebrate small progress made. Sure to go a long way!!!