How do you promote a growth mindset and a continuous learning culture in your team and yourself?

Demonstrating your own goals and the plan to accomplish them, along with encouraging your team to do the same, creates an environment where it’s more than ok to have goals. Lead by example. Encourage your people to set smart goals and, just as importantly, the plan to accomplish the goals. Ask open-ended questions to help them plan their success.

An often overlooked yet highly effective approach to fostering a growth mindset is the celebration of effort, not just outcomes. While setting clear and challenging goals is essential, acknowledging the process and effort it takes to reach those goals is equally important. This can be as simple as praising the hard work, creativity, or resilience a team member demonstrated in a project, regardless of the outcome. This practice encourages a focus on learning and growth rather than fearing failure. By recognizing effort, we create a safe space for taking risks, which ultimately leads to innovation and continuous improvement. This culture, where effort is celebrated, will naturally instill a growth mindset in the team.

Whenever possible, it's important to include your team in goal setting. Teams benefit from agreeing on shared values and identifying those beliefs and actions that move them in a growth direction. This gives them a platform from which to engage in the goal-setting process and buy in for the desired outcomes.

Creating a growth mindset is all about setting up a clear vision & objective. Carrying out a positive and firm mindset of accepting & drive through changes, challenges, hurdles. You always need to accept challenges, changes as new chapters of life, be it at work or in personal space. Develop strong willingness and confidence to drive through it with a firm resilient attitude. Keep learning new things and experimenting would make you climb up the ladder even if you fail. The more your fail, chances to get closer to your destination will be higher & with every step you would improve and develop a confident continuous improvement characteristic which will boost your efforts, motivate you & this would also influence others to change the world!

I realize that the important thing while setting a Goal is to define the 'Why' or the "Purpose' of it. The notable difference is the urge to complete a Goal. The actions for Goals which don't have a strong reason for yourself will differ from the ones which have a deep meaning for you. Make sure that the Goals that you have are the ones which you really want to achieve. Goals at the end, have to be your purpose in life.

One of the most overlooked learning opportunities is a psychometric self assessment profile tool. Learning to expand your self awareness is critical to developing a growth mindset. The more we learn about our individual thinking and behavioral attributes the better equipped we are to be an effective member of a team. Self awareness is an area most conversations omit when we talk about feedback in the workplace. Knowing yourself, your strengths and your triggers, sets you up for a successful personal growth journey. Without expanding your self awareness first, you’re walking blind into every situation.

Giving good feedback is a fine art. It takes practice, and is at first a bit awkward to do. To give good feedback you need to be timely with it. Positive or negative feedback is best given as close to the action as possible. Good feedback is genuine, and unforced. Don’t give fake praise, and never give unwarranted negative feedback. Structure feedback to be specific and actionable. “Your presentation didn’t explain enough.” is bad feedback. “Your presentation sometimes lacked details. For example you didn’t explain X in enough depth and it left people with unanswered questions. Next time consider your audience and their needs and seek some feedback in advance. Im always happy to help if you’d like me to.” Is much better.

When I was in the FBI working cybercrime, the techs would examine computer viruses on an "air-gapped" computer (meaning it wasn't connected to the internet). That way, we could learn about the virus without risking the spread of infection. I think about feedback the same way. I try to consider all feedback (both praise and criticism) on an "air-gapped" part of my brain. That way I can thoroughly examine the feedback, learn from it, and adjust my behavior. I believe that if you want to balance confidence and humility, you have to process praise in the same way that you process criticism.

Feedback is the breakfast of champions. It's about promoting a culture where constructive criticism is welcomed, and every mistake is seen as a learning opportunity. It’s not about calling out the wrongs, but about enlightening the path to improvement.

Many people shy away from feedback because they fear what they see as 'criticism'. I've found that reframing how we view feedback can make a big difference. Think of feedback as ????????ing on ???????? ?????? ????????????. It's an opportunity to learn what you can do differently to up your game. On the part of the giver, feedback should really be growth oriented and should be focused on helping the recipient improve performance and actualise potential. Reframing our thinking around feedback can be a gamechanger in terms of intentionally cultivating learning opportunities through regularly soliciting feedback.

Reward effort, not just results. Celebrate small victories and incremental improvements. Remember, Rome wasn’t built in a day. It’s about appreciating the journey as much as the destination and realizing that every step forward, no matter how small, is progress.

In the real world, rewards and recognition are the primary drivers of success and deadline adherence. But how can you inspire yourself? My opinion is that your primary drive comes from acknowledging your good work, impressive growth, and achieved goals. Any new stride you take or progress you make in your job should be celebrated since it gives you energy for future challenges. This also offers you more energy, which makes it easier for you to tackle challenging circumstances optimistically and pushes you to your boundaries. Don't be too hard on yourself, and give her time to appreciate any simple successes—continuous small successes are preferable to a single significant one.

Throughout my professional career I have had the opportunity to work with multiple teams. With diverse groups and different personalities. In all cases I have always learned something, and one of the most valuable learnings was cultivating a growth mindset, better known as "GROWTH MINDSET" (GM). GM is about the attitude we take in the face of challenges, how we process failure, and how we adapt and evolve as a result. The main characteristics that people with GM have are: 1. They believe that intelligence can develop vs. remain fixed. 2. They like challenges 3. They are persistent and resilient 4. They believe that practice makes teacher 5. They learn from criticism And most importantly, they are inspired by the success of others.

According to me, having small steps to achieve a bigger goal would be a practical approach. Also, recognising the achievement of these small steps will be a motivation. Every effort made to reach this small step should be appreciated at the right time. This creates a positive mindset and people feel valued.

Cultivating a growth mindset in teams begins with leaders who lead by example. Encourage curiosity, risk-taking, and embracing challenges. Provide opportunities for skill development and learning from failures. Recognize and celebrate effort, not just outcomes. Foster a culture of open feedback, where mistakes are seen as opportunities to grow. Above all, communicate the value of adaptability and continuous learning.

In my experience, the biggest red flag in an organisation is when one hears “but we’ve always done it that way” which is the embodiment of “fixed mindset” - Sharing this video from Carole Dweck https://youtu.be/isHM1rEd3GE as one of the key evangelist in teaching the power of growth mindset.

?? Model curiosity and openness to foster a growth mindset! ?? Embrace a sense of wonder and actively seek new knowledge and experiences. ?? Encourage your team to ask questions, challenge assumptions, and explore alternative perspectives. ?? Embrace a growth-oriented mindset by being open to feedback, admitting mistakes, and embracing change. ?? Create a safe and supportive environment where diverse ideas are valued and encouraged. ?? Inspire your team to think creatively, experiment, and innovate. Together, let's embrace curiosity and openness for continuous learning and growth!

Years ago, I interviewed a young lady for my podcast. She created a board game to help teach elementary students to senior citizens how to computer code. She was amazing (and still is). At the time I interviewed her, she was 9-years-old and is now in high school. I was curious as what was it about the way her parents guided her to help her become who she was. I talked to her father afterwards and he told me that he allowed her natural curiosity to flourish. When wanted to know something, he would help her to understand it. He never told her the direction she should take in her life, he let her be herself. He simply helped her to open her curiosity even more. In the context of business, leaders can foster this same mindset of being curious.

Insatiable intellectual curiosity is the foundation of a learning mindset and a crucial trait of a leader. It demonstrates the leader's commitment to growth for the teams thus encouraging a culture of continuous learning. Additionally, it also equips the leaders to better understand the intricacies of the business and make informed strategic decisions in an ever-changing business landscape. In essence, a win-win from both perspectives.

Curiosity is the key! The more curious you are, the more growth there is. I try and ask curious/thought provoking questions in my 121s. It can be as simple as - “Well why do you think they behaved that way, what do you think is going on for them?” Causes a big shift from frustration to curiosity and understanding

Learning isn't a one-time event, but a continuous cycle of reflecting and applying. Encourage your team to regularly assess what they've learned, how it's affected their work, and where they can apply it next.

Reflecting is key to increasing our self awareness and making adjustments along the way. It’s my experience that working with a coach enables far more self awareness than we can achieve on our own. We can get in our heads and believe the thoughts our minds present. These are thoughts - not facts - challenging them helps us develop a growth mindset.

Reflection is one of the most powerful tools for increasing our emotional intelligence as leaders. Stopping to reflect not only gives us the opportunity to learn from our mistakes but it also gives us an opportunity to slow down and recharge our batteries. In our fast-paced instant environment that is ever-changing this is even more critical

?? Reflect and apply to foster a growth mindset and continuous learning! ?? Take time to reflect on your experiences, achievements, and challenges. ?? Evaluate what worked well, what could be improved, and what lessons you've learned. ?? Apply your learnings by setting new goals, developing action plans, and seeking opportunities for growth. ?? Encourage your team to engage in regular debriefs and reviews to facilitate collective learning and improvement. ?? Embrace a growth-oriented mindset by consistently seeking ways to apply new knowledge and skills. Together, let's reflect, apply, and keep growing!

Create a positive learning environment. Make sure that your team feels comfortable taking risks and making mistakes. The goal is to learn and grow, not to be perfect.

In this era of tremendous technological advancement, organisational leaders will not only need superior change leadership competency, but they will also need to strongly promote growth-mindset thinking and a culture of continuous learning. Typical traits of growth mindset employees are: ? Embrace disruption and change to improve organisational performance. ? New technology is seen as an opportunity to improve. ? Life is all about 'Continuous Never-Ending Change and Improvement' (CNECI). The challenge is fixed mindset leaders, who will quickly contaminate an organisation by killing growth and creativity, as well as promoting incompetence based on their likeness. This cycle will be replicated unless shareholders intervene ruthlessly.

I believe that the # 1 thing a leader can do is show people how adopting a growth and abundance-based mindset can change one's life. Here are just some of the ways: 1) An growth mindset makes you happier — there’s less resentment when you realize there’s enough for everyone. 2) An abundance mindset lets you be you — reminds you that you are enough. 3) A growth mindset tempers self-doubt — you can believe you can do it. 4) An abundance mindset frames your aspirations — you can dream big when the boundaries are limitless. 5) A growth mindset drives enthusiastic and continuous learning — when your world feels boundless, you want to learn more. 6) An abundance mindset takes the pressure off — you don’t have to “win” everything, every time.

In this day and age we need to make effective use of technology to facilitate continuous learning. Whether it's through online courses, webinars, or specialized software that tracks skills development, technology can be a robust tool to advance learning. We can also use collaborative tools that make it easier for team members to share resources and tips with each other. As a leader, one can allocate time during work hours for the team to engage in these activities, thereby showing that the organization places a high value on learning and development.

Create psychological safety on your team! Make it safe to take thoughtful risks and learn from mistakes versus and environment where mistakes are heavily punished. So much of how we continue to learn and grow throughout our careers and lives is through missteps and how we learn from them.

You win some, you learn some. I'm guessing that neither John Maxwell nor Jason Mraz coined the phrase, but if your organisation can adopt its essence, you'll win plenty more than you won't. As a sports coach and a corporate leader, I've always placed effort on a higher pedestal than outcomes. Not mindless effort. Focused, sensible, consistent effort. Outcomes are occasionally beyond our control and letting them set the organisational barometer can send out a wrong message and discourage your team from trying again. So cheer on as your team takes the initiative to try something new and give them a pat on the back if things don't work out. That way they'll try again, and armed with some new lessons, they'll most likely succeed next time.