How can you develop a growth mindset in your team or organization?

Foster a culture that values curiosity and a willingness to explore new ideas. Encourage team members to take on challenges and view setbacks as opportunities for learning. Create a safe environment for experimentation, where mistakes are seen as part of the learning process.

Ensuring the necessary support to your team for making their wholehearted efforts to drive a new & challenging project! Make sure they are open to experiment & be ready to bring unexpected but useful changes if necessary! Openness to hear out new ideas & except the ongoing positive changes, are key to drive innovative culture

You can only give what you have. Concentrate on building and cultivating a growth mindset for yourself and then replicate it to your team. If they see it in you, they will believe in what you are trying to push for. As always, ACTIONS SPEAK LOUDER THAN WORDS and a travel agent is not the same as a tour guide.

A pet peeve of mine? Doing things the same way because that's how it's always been done. Problem finding must be encouraged for us to explore solutions. Having the courage to speak up on new thoughts and ideas needs to be promoted. Budget needs to be made for experimenting, researching and learning.

The key to encouraging curiosity and experimentation is a 'Psychologically safe' environment, where criticism is viewed as constructive and non-judgmental. Every member will ask questions without fear of negative repercussions. When there is full of positive encouragement and support, individuals are empowered to explore their interests and ideas, take calculated risks, and push the boundaries of their knowledge.

Once, I needed to provide feedback to a newly joined team member. I applied the "sandwich" technique, a method I'd learned over time. I began by expressing appreciation, saying, "I want to acknowledge your dedication and the effort you are making." This friendly opening set the tone. Next, I gently highlighted areas for growth while suggesting specific solutions, tools, techniques, and tips. This approach encouraged them to view these challenges as opportunities for improvement. Closing the conversation, I provided encouragement and a clear plan, saying, "I have full confidence in your abilities. With extra attention to detail and regular quality checks, you can excel even further." It made feedback more effective and less stressful.

Offer feedback that emphasizes effort, strategies, and improvement rather than fixed abilities. Provide constructive guidance on how to overcome challenges and develop skills. Create opportunities for mentorship and coaching, promoting continuous learning and development.

My mentor told me feedback is a GIFT. You should enjoy, respect, preserve, love, use and share the gifts. I have implemented that in my worklife and personal life it works wonder.

La rétroaction constructive est essentielle pour le développement personnel et professionnel. Elle permet aux gens de comprendre leurs forces et leurs faiblesses, et de s'améliorer. Pour fournir une rétroaction constructive, il est important d'être spécifique, objectif et constructif. Vous pouvez également offrir un encadrement aux employés qui souhaitent développer leurs compétences ou atteindre leurs objectifs.

Giving regular feedback to your direct reports is crucial for their career growth. Make sure you consistently offer feedback on a weekly or, if possible, daily basis.Don't wait until the annual or semi-annual performance reviews to give it out. Make sure you are timely, positive, clear about the intention of your feedback, provide it from a neutral point, communicate openly, and make it a two-way conversation.

Demonstrate a growth mindset by openly embracing challenges and seeking opportunities for improvement. Share your own learning experiences and how you've overcome obstacles. Act as a role model for resilience, adaptability, and a positive attitude toward continuous growth and development.

Un exemple concret que j'ai appris et observé dans ma carrière, Les gens sont plus susceptibles d'adopter un état d'esprit de croissance s'ils voient leurs leaders le faire. Si vous voulez que votre équipe ou votre entreprise ait un état d'esprit de croissance, vous devez vous montrer ouvert à l'apprentissage et au changement. Vous devez également être prêt à prendre des risques et à faire des erreurs.

As leaders, let's remember that our actions speak louder than words. When we model a growth mindset, our teams are more likely to adopt the same approach. I remember a time in my career when I faced a significant setback. It would have been easy to dwell on the disappointment, but I chose to approach it as an opportunity for growth. I shared my experience openly with my team, emphasizing the importance of learning from our challenges. We're all human, and mistakes are an integral part of our journey toward growth and learning.

If you want others to adopt a growth mindset, it's important to lead by example. You can do this by demonstrating that you are open to learning, changing, and developing yourself. Show them that you value personal growth, seek feedback and challenges, and learn from your mistakes. By setting a good example, you can inspire others to follow in your footsteps and embrace the power of a growth mindset.

Partager nos défis et échecs avec nos équipes, cela souligne notre c?té humain, notre humilité, notre tolérance pour leurs erreurs ou défis surmontés. Le plus important, c'est de rebondir, de prendre des le?ons d'apprentissages et s'améliorer. C'est bien de parler, mais pour fédérer, il faut être un exemple.

Uma organiza??o prospera quando seus valores est?o em linha com os ideais dos colaboradores. E obvio, para que isso ocorra; o respeito e admira??o precisam ser recíprocos / mútuos. Onde há diversidade e inclus?o na prática, tem representatividade, e há instaura??o da cultura de apoio às pessoas diversas, promovendo um ambiente diverso e inclusivo. é nesse ambiente que há maior engajamento, comprometimento e maiores resultados.

Fan de rugby, je puise dans l’esprit de ce sport pour inspirer mon approche managériale. Au rugby, chaque joueur a un r?le unique, mais c’est l’union de l’équipe qui crée la magie. En entreprise, c’est pareil : la diversité de compétences et de perspectives est notre force. Nous favorisons la collaboration et valorisons chaque contribution. Le feedback est notre entra?nement, renfor?ant notre agilité et résilience. Chaque succès, comme chaque essai, est célébré ensemble, renfor?ant le sentiment d’appartenance et la motivation. Cette synergie, inspirée par les valeurs du rugby, crée une équipe solide où collaboration et diversité ne sont pas de simples concepts, mais les piliers de notre réussite. #Leadership #Diversité #Collaboration #Rugby

Encouraging teams and people to collaborate better is key to the success of every company. Cross-departmental trainings and experiences for everyone can help everyone to understand other collegues and teams better.

Par expérience, la collaboration et la diversité favorisent un environnement d'apprentissage et de croissance. Lorsque les gens de différents horizons travaillent ensemble, ils peuvent partager leurs perspectives et leurs connaissances. Cela peut conduire à de nouvelles idées et innovations. Pour promouvoir la collaboration et la diversité, vous pouvez : -Créer des équipes diversifiées et inclusives. -Encourager la communication et le partage des idées. -Offrir des opportunités de formation et de développement aux employés.

O segredo do sucesso e do aprimoramento profissional certamente passa pelo trabalho colaborativo. O agir em colabora??o oportuniza ao profissional identificar os seus melhores potenciais que, somados a tantos outros diversos, s?o capazes de construir solu??es eficientes, disruptivas e inovadoras. A colabora??o minimiza a tendência de compara??o, atualmente ainda muito presente no mundo corporativo, e contribui para o empoderamento do profissional.

Ah j'adore cette partie! Les objectifs ambitieux et significatifs donnent aux gens un sentiment de direction et de motivation. Ils encouragent les gens à sortir de leur zone de confort et à apprendre de nouvelles choses. Pour fixer des objectifs ambitieux et significatifs, vous pouvez : -Participer à une réflexion stratégique avec votre équipe ou votre entreprise. -Définir des objectifs qui sont alignés sur la mission et les valeurs de votre organisation. -Faire en sorte que les objectifs soient SMART (Spécifiques, Mesurables, Atteignables, Réalistes et Temporels).

The key to a more fulfilling career is to make a positive impact. Leaders should always (and often) communicate the bigger picture and how it relate it to each individual. Unfortunately this often gets lost in communication and individual contributors get demotivated, unfulfilled and disengaged.

Herausfordernde und sinnvolle Ziele sind für Menschen unterschiedlich, insbesondere, wenn diese viele Tiefen im Leben "verdauen" und verarbeiten müssen. Der Mensch ist ein soziales Wesen und stets auf andere angewiesen ? Bekommt er die Unterstützung anderer, so wird er in seinen Talenten wachsen? Demütige geben diese bedingungslos weiter.

Regularly revisit and adjust goals - Keep goals dynamic and adaptable. Regularly assess and adjust objectives based on feedback and changing circumstances, reinforcing the idea that learning and growth are ongoing processes.

I am certain that is necessary to understand the personal and team objective to establish the correct goals. When the correct goals are aligned, according specially with individual purpose, all members give the best to complete the steps and all team grow up strong. It is important to establish goals just a little bit more high then the present responsibilities of the members

Celebrating the wins whether they are small or huge for the organization, whether the impact has helped shaped the organization's future or it was just a change for the day. Encouraging our teams to realize those little successes, promotes the positive thinking and fosters a behavior where all are looking at the gains instead of the misses or gaps.

Champion your team!!! Les gens sont plus susceptibles de continuer à apprendre et à grandir s'ils sont reconnus pour leurs efforts et leur progrès. Pour récompenser l'effort et le progrès, vous pouvez : Fournir des commentaires positifs et des encouragements. Offrir des opportunités de promotion ou de développement. Célébrer les réussites collectives et individuelles. En suivant ces conseils, vous pouvez créer un environnement qui favorise un état d'esprit de croissance au sein de votre équipe ou de votre entreprise. Cela peut conduire à une amélioration des performances, de la satisfaction des employés et de la culture de l'entreprise.

Adopting a growth mindset means not only celebrating the results, but also recognising the journey. In the pursuit of success, external factors such as luck or market conditions can play a role in results. However, effort and progress are the true reflection of dedication, persistence and continuous improvement elements that are always within our control. Let's make it a priority to recognise our team's learning curves. By celebrating effort and progress, we create an environment where every step forward is a win.

Rewards and recognition is essential part of a sales organization, we need to celebrate small or big wins and this little things will go a long way, invite them for a dinner or gave a token of appreciation. As a commercial head myself, I understand that sales people are motivated to achieve their goals due to financial rewards such as incentives, merit increases or bonuses. Awarding usually happens with the presence of the whole team and executives, so they will appreciate each other's effort. I want to recognize them in public to build confidence and meaningful experience.

Celebrate significant milestones by taking them out to lunch or dinner at their favourite spots. To give them a break from work, you might also offer them a day off. Furthermore, make sure to assist them in achieving their personal goals by providing timely support and?feedback. By doing this, they are able to ensure that their primary performance drivers continue to increase.

In order for the team to demonstrate that they are willing to learn, they should first feel safe to fail. So the foundation is the psychological safety that the team feels to openly discuss the failure and look for learning opportunities. It not only teaches the team member but also gives an opportunity for the others in the team to learn. In the performance conversations, always add a component of learning. From one of the leaders I worked for, I learnt that a simple question of 'what are the top three things that you learnt this month/quarter/year?' can focus the team on learning. If done regularly, then it becomes a habit to look for learning in every opportunity.

Growth mindset requires dare to take risk even though the direction is unknown. Willing to take up things which are new & challenge to get through. Eagerness to learn new things & always look towards the success stories of others to learn from them.

Promote Open Communication - Encourage team members to openly share their ideas, challenges, and mistakes without fear of judgment. This creates an environment where learning is prioritised over appearing flawless, contributing to a growth mindset

I agree with all of the above approaches. Something that we had implemented & is still ongoing as a practice is, if we clearly showcase the path of “what’s in it for me”, clarity of growth, benefits & accomplishment through the journey. Additionally we introduced buddy programs within the peer group to encourage collaboration & communities. Above all a safety net to fail fast. This inculcated a culture of ability to take calculated risks. Celebrating success at every milestones and not just at the end result.

I have always believed that trusting your team members is extremely critical to promote a growth mindset. Instead of criticising them when things don't work out, it's good to have a meaningful engagement to focus on what could have been better. This makes the team feel that they work in a safe environment, which fuels growth mindset.