10 keys to develop & practice your growth Mindset

The concept of the growth mindset, developed by psychologist Carol S. Dweck, Ph.D., has revolutionized our understanding of success and the underlying behaviors that promote it. Dweck's seminal research, which spans several decades, explores the fundamental question of why people succeed and how such success can be fostered both in educational settings and beyond.

Central to her theory is the distinction between two core mindsets: the fixed mindset and the growth mindset.

Individuals with a fixed mindset believe that their basic qualities, like intelligence and talent, are static traits; they have a certain amount and that's that.

This belief can limit their potential because they might avoid challenges, fearing failure or believing that needing to exert effort indicates a lack of innate ability.

In contrast, those with a growth mindset understand that their talents and abilities can be developed through dedication, good teaching, and perseverance. They are more likely to embrace challenges, persist through difficulties, learn from criticism, and find lessons and inspiration in the success of others.

Dweck's research clearly demonstrates that the way we think about our abilities profoundly affects how we approach challenges and setbacks, which in turn influences our overall potential for success. By fostering a growth mindset, leaders, educators, and individuals can cultivate environments that not only encourage positive developmental outcomes but also enable a more innovative, resilient, and cooperative society.

As I prepare upcoming training sessions to deep dive into the Growth Mindset with great leaders, let's set the stage with something a little special. Imagine you're about to embark on an adventure ... ready ? Well, let's say, into the expansive terrains of your own mind. Here, the treasures are not gold or ancient artifacts, but insights that can transform your own limits, your leadership and your approach to challenges.

As we prepare to unravel these mysteries, consider the following ten (10) keys not just as principles but as your personal toolkit for this journey.

They're not merely reminders; they're your secret weapons in cultivating a mindset that sees potential growth in every challenge and opportunity in every setback.

So be ready, Growth mindset Readers !

It's time to explore how you can stretch your limits and inspire your teams. Let’s make this learning experience not just informative but downright transformative and, dare I say, a bit fun!

Btw... Who says learning should be boring? Certainly not me, believe me! :-)

Your 10 keys to develop and practice your Growth Mindset :

1 -|- Your Brain is a muscle like others

Never stop learning: Encourage continuous development within your team.

Lifelong learning is essential in today's fast-paced world. Leaders who promote ongoing intellectual growth foster an environment of continuous improvement and adaptation. This approach aligns with Peter Senge's concept of the 'learning organization,' which emphasizes that organizations that excel are the ones that discover how to tap people's commitment and capacity to learn at all levels. A culture committed to learning adapts more effectively to external pressures and sees improvements in productivity and innovation.

??Pay attention to the limitation of now and embrace the "Yet". The addition of "Yet" completely alters & transforms the meaning and tones of sentiments. Evaluate yourself : "I can't do this yet" instead of "I can't do this"

2 -|- Mindset's influence on Achievements

Value progress over perfection: Prioritize personal development over showcasing skills.

Focusing on development rather than just performance encourages team members to engage in new challenges without fear of failure. This shift helps create a psychologically safe environment where employees are more willing to experiment and take risks, a crucial aspect highlighted by Amy Edmondson's research on teaming. Benefits include enhanced problem-solving abilities and increased team cohesion.

??Based on Amy Edmonson's research : 'Teaming' shows that organizations learn when the flexible, fluid collaborations they encompass are able to learn. Build a safe environment and share insights on continuous development.

3 -|- Reward Effort and Resilience

Hard work outshines innate ability: Recognize and reward diligence as the cornerstone of success.

This key emphasizes effort over natural ability, suggesting that persistence in the face of difficulties is more valuable than inherent skill. This principle is supported by Angela Duckworth's research on grit as a predictor of success, surpassing natural talent in various domains from education to sports. Acknowledging effort fosters a growth-oriented culture where all team members feel valued for their contributions, enhancing motivation and engagement.

??Don't view or evaluate your day as a test, but see it as a path of growth, a learning curve. Ask yourself and your team : What did you learn today ? --> I want to be a little bit better, a little bit better, a little bit better.

4 -|- Determination through challenges

Perseverance paves the path: Stay determined through challenges to unlock potential and achieve goals.

Leaders who exhibit and nurture perseverance inspire their teams to overcome setbacks. This resilience is crucial for navigating the uncertainties and pressures of modern work environments. The ability to remain focused and determined, even when faced with adversity, is associated with higher achievement and better problem-solving skills, ultimately leading to greater project success and job satisfaction.

??Determination does not mean going it alone. Seek different perspectives, consult your team, and engage those around you. Approach hypothesis generation and brainstorming with openness, and receive ideas like a Netflix series - eager to explore the scenarios behind each one.

5 -|- Feedback as a Growth Tool

Feedback fuels improvement: Embrace and apply feedback to refine skills and advance growth.

Constructive feedback is a powerful tool (I would even say a gift, yes, it is) for personal and professional development. By learning to accept and implement feedback effectively, individuals can adjust their behaviors and strategies to improve their performance continuously. This approach is integral to the developmental processes within organizations and is a core component of models like 360-degree feedback, which help individuals understand how their work is seen by others and where they can improve.

?? Never assume the others know what you have in mind, even if it is obviously obvious for you :-). Provide feedback, be factual, ask open questions, be the game-changer.

6 -|- Action-Oriented Feedback

Focus on the effort and work, not the individual: Provide feedback aimed at specific actions to foster improvement and resilience.

When feedback is focused on specific behaviors rather than personal traits, it minimizes defensive reactions and maximizes acceptance. This method enhances the likelihood of positive change and is a key practice in performance coaching and management, leading to more effective and sustainable improvements.

??Don't be judgmental or focus on the individual -> this is not feedback - Be constructive and forward-thinking. Change & adaptation are always possible. Offer others the same opportunities for change that you would expect to receive yourself.

7 -|- Shared Successes Inspire

Successes are lessons shared: Use team achievements as milestones for collective inspiration and learning.

Celebrating team successes reinforces collective efforts and unity, driving home the message that each member's contribution is valuable to the overall success. This practice not only boosts morale but also encourages others to strive for excellence, creating a loop of positive reinforcement and shared achievement.

??Share success and the effort and challenges you encountered also. "Do not judge me by my successes, judge me by how many times I fell down and got back up again." – Nelson Mandela

8 -|- Constructive Self-Talk

Think growth, think forward: Guide internal dialogues towards resilience and possibility.

The way individuals talk to themselves influences their perception of capability and potential. Encouraging positive self-talk among team members can foster a more resilient and proactive mindset, as supported by cognitive-behavioral theories. This shift in internal dialogue can lead to better stress management and more adaptive responses to challenges.

?? Practice every single day & convince yourself that you can do better. Always. Mistakes don't DEFINE us. Our capacity to see & overcome situations is key.

9 -|- Challenge Invites Change

Welcome challenges as catalysts for growth: Initiate and embrace challenges that drive learning and team development.

By viewing challenges as opportunities rather than threats, leaders can transform the workplace into a dynamic learning environment that encourages growth and innovation. This perspective is crucial in helping teams adapt to change and embrace new technologies and processes with enthusiasm rather than resistance.

?? step out of your comfort zone, and plan to learn 3 new things in the coming 28 days. (can be by asking questions on a new domain, read a specific topic book, enroll in a webinar, read articles, access the shared link below, etc.)

10 -|- Failure is Not an End

Transform failures into opportunities to learn and grow from them

Treat each setback as a stepping stone towards greater success. This key advocates for a non-punitive approach to mistakes, encouraging individuals and teams to learn from failures without fear of repercussion. This strategy is vital for fostering an innovative climate where experimentation and learning are prioritized over fault-finding, as evidenced by research on organizational behavior and innovation.

?? Work on lessons learnt & develop "Fail party" events within your organization. "Mistakes are the portals of discovery." – James Joyce

?? References, & ?? Books :

??Carole Dweck on YouTube : https://youtu.be/hiiEeMN7vbQ?si=aIQ1idi8zKXzuXHA

??Carol Dweck's research. : https://www.psychologicalscience.org/observer/dweck-growth-mindsets

??Pour aller plus loin - | - Discover "Mindset: The New Psychology of Success" by Carol S. Dweck, a groundbreaking exploration of how our beliefs about ourselves influence our actions, and ultimately our success. This influential book delves into the distinction between two fundamental mindsets that shape our lives—the fixed mindset and the growth mindset. Dweck's extensive research shows how adopting a growth mindset can lead to personal and professional achievements by fostering resilience, persistence, and a love for learning.

??Peter Senge's concept : https://www.siue.edu/~mthomec/LearnOrg-Senge.pdf

??Amy Edmonson's research : https://www.hbs.edu/faculty/Pages/item.aspx?num=64186

??Angela Duckworth's research : https://angeladuckworth.com/research/

??"Growth mindset - It's not a test" on YouTube by Jamie Gilbert : https://youtu.be/AW9Z_If8knw?si=2eYFvPfHJ8U8Un6Y

?? I am your partner in transforming challenges into opportunities and ideas into successes. Don’t miss this chance to reinvent the way your team works and excels together. I am Patricia, Employee Experience Strategist, performance coach, and Leadership Partner.

I support you through specific programs to:

?? Challenge & develop your leadership

?? Develop the collective environment of your company

?? Define your company's HR strategy

?? Develop your teams

?? Work on your strengths to excel

?? Accelerate your transformation

Unstoppable yours,

Patricia ??