Neuroscience and learning are closely related fields that can help you understand how your brain works and how you can improve your performance and well-being. In this article, you will learn how to leverage neuroscience to foster a growth mindset and a culture of learning in your organization.
A growth mindset is the belief that you can develop your abilities and talents through effort, feedback, and learning. It is opposed to a fixed mindset, which is the belief that your abilities and talents are innate and unchangeable. Research in neuroscience has shown that a growth mindset can enhance your brain's plasticity, which is the ability to form new connections and adapt to new challenges. A growth mindset can also boost your motivation, resilience, and creativity.
HR needs to upgrade its function where it helps people succeed in the fields which are best matched with their abilities, instead of acting as micromanaging gatekeepers. For that to happen we need a shift of employment culture which can only be fostered by introducing relevant, proven and effective training for both the HR personel and the Employers as well as for all of us, starting from preschool. We are in the brink of huge scientific discoveries that will change our World in ways we cannot yet fathom, a nd it is our job to make proper arra ngements so following generations will benefit, from the advancement of Humanity as a whole, also judging from the way our planet and our host star behaves, for the continuation of our Species.
The first step to shifting your mindset from fixed to growth is acknowledging your beliefs and shifting your perspective to see that you can challenge yourself to change what you once believed to be innate and unchangeable. Not always easy, but definitely rewarding!
Developing a growth mindset is not a one-time event, but a continuous process that requires practice and reflection. To cultivate a growth mindset, you should embrace challenges and failures as opportunities to learn and grow, seek feedback and learn from it, celebrate your progress and effort, and adopt a curious and open-minded attitude. Instead of avoiding or giving up on difficult tasks, see them as puzzles that can stretch your brain and enhance your skills. Instead of taking feedback personally or defensively, use it as a source of information and guidance that can help you improve and achieve your goals. Instead of focusing on the final results or comparing yourself to others, acknowledge and appreciate the steps you have taken and the effort you have invested in your learning journey. Instead of sticking to what you already know or believe, explore new ideas and perspectives, ask questions, and experiment with different approaches.
You don’t have to be a neuroscientist to use these powerful tools. Our students aren’t just blowing reading expectations out of the water because they learned about their amygdalas. They’re wildly successful because they learn how to apply that tool to break out of the fight or flight mode they live in. They’re champions because their teachers take the time to create a space for them where they are heard, understood, and can show up exactly how they are. Once someone feels confident enough to be wholly, truly themselves - then they can take the next step to bravely become who they dream of becoming. Isn’t that what we’re all seeking?
A culture of learning is a set of values and practices that promote learning and development among all members of an organization. It can improve the performance, innovation, and engagement of your organization. To foster a culture of learning, model and promote a growth mindset among your leaders and employees. Show them that you value learning and growth, and recognize and reward their efforts and achievements. Provide and facilitate learning opportunities and resources, and create and nurture a learning community. Leveraging neuroscience to foster a growth mindset and a culture of learning can boost your brain's capacity, motivation, and creativity, and create a positive and productive learning environment.
It’s important to show vulnerability on the leadership level, and openness to learning. This does not mean sharing all your personal issues , and ‘airing your dirty laundry’ . It just means showing you are not perfect, and it’s ok not to be perfect. This will open the door for others to be ok with not knowing, and openness to learn!
Growth Mindset is baked into everything J3 Foundation does. But it’s not just our students that benefit. Our team embodies it. It’s easy to throw around cozy phrases like “fail forward”, but I’m here to tell you: failure is not fun. It’s heart racing, pit in your stomach, hands shakingly scary. But showing up with shaky hands and pushing through is where the magic happens. If you want a culture of learning in your organization, then you need a culture of vulnerability. You need a space where you can show up in the messy-middle of growth and know that your team has your back as you push through the hard stuff. Because that’s where you find the “more” we’re all striving for; just past the hard stuff.