Growth Mindset - Are You Willing to Take Daring Action to Change Your Culture - Especially with Hybrid Teams?
Sabrina Braham MA, MFT, PCC, Executive Leadership Coach
TECH Executive Leadership Coach ?? Growth Coach to High Performers & Executives. I Help Senior TECH & MFG Leaders Realize Their Potential, Get Promoted or a Better Role Elsewhere 3x Faster (See Proof In “Featured”)
“Everything is hard before it's easy” JW. Von Goethe
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A company with a terrible culture hired me. Poor communication was rampant at all levels of the company from the CEO to front-line employees.?The employees felt the brunt of the dysfunction with other employees, customers, and vendors.
There was high attrition and lots of conflict. Much of it was caused by systems and procedures that were outdated. There were many inconsistencies in implementation, inefficient training on how systems worked, sporadic accountability, and wasted time was a huge problem.
Jessie was Vice President of manufacturing. She had been a director for ten years and had recently been promoted to her present position.
She was having many people quit. Conflicts among employees were high, and her production numbers were down…
She asked for a management consultant to help her.
She was confused and upset by what was happening but wanted to learn a new way of dealing with conflict.
The tension, unwillingness to compromise, and poor communication that was going on between her and the other vice presidents was an underlying current that impacted employees throughout the company.
No other leader in the company was open to changing the status quo.
“Being challenged in life is inevitable, being defeated is optional.” Roger Crawford.
Jessie was motivated. She really wanted a happy, productive workforce. I suggested we start by teaching her directors the Growth Mindset by Carol Dwek as a framework to develop and improve her division.
What is a Growth mindset? Why does it change outcomes?
Carol Dweck's is a psychologist at Stanford University.
After years of research and work with schools, she discovered that students had two different mindsets. A growth mindset and a fixed mindset. The one we use the most impacts our lives and those around us.
In the Growth Mindset, people believe talents can be developed through effort, good strategies, hard work, and input from others.
With this way of thinking, they achieve more, are more innovative, and have fewer concerns about looking smart or being perfect.
They see failure as an opportunity to learn and focus on continual learning.
Those with a Fixed mindset believe IQ and talents are inborn and cannot be developed. They want to be perfect and are devastated by failure.
Carol Dwek soon realized her work with students applied to adults and businesses as well.
Growth mindset is now being implemented in several large companies, including GE, Bloomberg, P&G, Apple, and Microsoft.
Why? It's simple to teach. And when done overtime consistently, the results are Amazing:
The Daring Plan and Action That Changed The Culture
If you work in a company, you will know the drill. Train or learn some exciting new idea for three to six weeks, get all excited about it, and then total management silence.
You never hear about it again…
I have repeatedly heard and seen this in companies I consult and coach. When a failure to implement happens over and over, people become cynical and discouraged.
They become convinced that nothing is going to change.
People see the training as the new “flavor of the month.” They feel there is no point in getting too interested in it because the next bright idea will replace it.
Can you relate to this type of assessment & training rollercoaster?
Jessie made a daring decision.?
Make learning and implementing a Growth Mindset culture, the new goal in her division.
She and her team would use these ideas in all meetings and to teach a growth mindset culture system I developed once a month for the next year.
They began by reading Carol Dweck's book growth mindset, talking about it once a month in a Growth Mindset meeting.
Jessie, and her team reinforced this, and I by conversing with the participants about their experiences using Growth Mindset and looking for opportunities to utilize the framework in all interactions.
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People became very interested and motivated as they saw improvement in their interactions.
They were very excited to share the successes they were experiencing.
People were willing to take risks trying new things. And even have them fail.
Why?
Because a growth mindset is about learning from one's mistakes.
A Growth Mindset Culture Divisional Transformation
So, within three months, every level of this division studied and implemented the growth mindset.
Here are the positive and profitable changes that took place:
Behavioral Changes Happened
Then an amazing thing happened.?The COO of the company asked the vice president for my name.?He told me that;
“What you are helping with Jessie’s division implement was so effective, I'd like to roll it out to the rest of the company.”
What's interesting about this is that ideally, we start the growth mindset culture with the company's president and work down. So, this was unusual.
We started with one division, and I worked with the CEO and the ten other vice presidents.
The leadership team was excited by the improved numbers in profits, productivity, and retention.
They also wanted their divisions to benefit from learning and developing a Growth Mindset culture .
A lot of exciting and fantastic additional things began to happen in the company.
Look for future executive leadership articles and in my award-winning Women's Leadership Success Podcast, ranked in the top 1.5% of podcasts in the world.
“Great works are performed not by strength, but by perseverance.” Samuel Johnson.
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Would you like to implement a growth mindset culture in your leadership and enterprise? Then here is how you can start right now for free.
Message me today in linkedin for a free , no-obligation 30-minute coaching/discovery meeting to review your issues and goals and to explore together if we are a good match to help you improve your culture, advance your leadership and career and increase your income.
#Leadershipdevelopment #GrowthMindset #Culture #organizationaltransformation #leadershipskills #leadership #executivebusinesscoach #hybridteams #hybridleadership
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Full Charge Bookkeeper & Owner
1 年Sabrina, thanks for sharing!
Resilience Coach - Master Trainer - Author
2 年So critical this idea of connection, culture and communication. It is also fascinating how someone with your amazing skillset Sabrina Braham MA, MFT, PCC, Executive Business Coach can come into an organization to offer new programming, perspectives and processes that enhance the potential (that's a lot of P's) and create such powerful change. That is truly a blessing for the lives you touch within the structure of these dysfunctional systems. Bravo, deep bow, respect.
Tour Operator Marketing, Tourism Marketing, Travel Business Consulting, Hospitality Marketing & Exit Planning | Increase Your Profits ? Save Time & Money ??Have More Fun!
2 年It's amazing how little attention is paid to the building connection and culture for staff in a tourism business. Ironically we are in a 'customer service/ hospitality industry. But being in service to staff is so over looked. Builing a culture of service for both customers and your team = more fun, retention and profits for all. Thanks Sabrina Braham MA, MFT, PCC, Executive Business Coach for a great article. #customerexperience #travelindustry #hospitalityindustry
RISE UP! Your Brand Matters ? Founder/President at Vision Board Media ?? FOR DUMMIES Author ?? Speaker ?? Podcast Host & Guest ?? Empowering People to Take Control of their Careers & Narrative
2 年Love the quote by Goethe! I studied German literature in college and can recite his poem, Uber allen Gipfeln by memory in German. I've been working with my son on riding his two wheel bike. It's been a challenge but I keep telling him it will get easier and the most important part is he climbs back on