PARATUS Research Report: The Eight Competencies That Are The Greatest Predictor for Success

Introduction

I've been on a professional career journey for 27 years, encompassing Fortune corporate experiences, serial entrepreneurship, and now, consulting in leadership development. Throughout my ventures, I'm consistently in search of the model that best predicts success. My engineering background often takes the lead. By applying a consistent model and process to any situation, you can achieve predictable success through problem identification, solution discovery, process implementation, and replication of successful outcomes. This is true for most people; we thrive on models and processes. Over the past 27 years, I've refined a model for success that revolves around competencies as predictors of success. Competencies can be skills, habits, or knowledge that can be learned, nurtured, and enhanced. All the work I undertake for clients either touches upon or is deeply rooted in this success competency model. I thought it would be good to share with everyone.

In the constantly evolving landscape of personal and professional development, the qualities that predict success have been a subject of debate and research for decades. (And a disclaimer: there are no original ideas. Simply, better application.) As teams and organizations globally strive to achieve more with limited resources, understanding the key competencies that foster success becomes paramount. This report delves into eight such competencies, identified through extensive research and data analysis, that not only predict individual success but also significantly influence collaborative achievements in team environments. Rooted in both psychology and practical application, these competencies – Growth Mindset, Self-Actualization, Resilience, Boldness, Curiosity, Creativity, Focus, and Empathy – serve as pillars that shape one's potential and determination in an increasingly competitive world.

Growth Mindset

Definition and Relevance: At the foundation of our competencies lies the Growth Mindset – the intrinsic belief that abilities and intelligence can be developed through dedication, hard work, and a love of learning. Rather than seeing abilities as fixed, individuals with a growth mindset embrace challenges, persist in the face of setbacks, and view effort as a pathway to mastery. Growth Mindset is the a belief. Everyone must begin with a belief in thier ability to grow.

The Psychology Behind a Growth Mindset: Stanford psychologist Dr. Carol Dweck, in her seminal work, introduced the world to the transformative power of one's mindset. Her research differentiates between a "fixed" mindset, where individuals believe their talents are innate gifts, and a "growth" mindset, where abilities are seen as malleable and can be developed through dedication and hard work.

Statistics and Research Support:

• A study by Dweck and colleagues (2007) found that seventh graders who were taught a growth mindset displayed a sharp uptick in math grades, while those with a fixed mindset showed no improvement.
• Organizations that cultivate a growth mindset were found to be 47% likelier to report that their employees were empowered to take on challenging tasks, leading to innovation and growth, according to a study by Bersin by Deloitte (2015).
• A further survey by Heslin, Latham, and VandeWalle (2005) showed that managers with a growth mindset noticed an improvement in employee performance and potential after leadership training, contrasting with managers with a fixed mindset who saw no significant change.

Importance in Team Environments: Within teams, a growth mindset plays a pivotal role. It fosters an environment where members are less likely to shy away from challenges and are more open to constructive feedback. It promotes an atmosphere where mistakes are viewed as learning opportunities rather than failures. When individuals within a team harbor a growth mindset, they are not only more likely to push their boundaries but also encourage their peers to do the same, leading to collective advancement.

Before we go further, let's tackle the BIG THREE Success Competency question that will arise: How are Growth Mindset, Curiosity, and Creativity connected, and how are they different? Aren't they the same thing? Each one — growth mindset, curiosity, and creativity — is a valuable skill to have, but they each play a unique role:

Growth Mindset: This is the belief that you can get better at something with hard work, never giving up, and using smart strategies.

Think of it this way: You can believe that eating the right foods will make you healthier.

Ask yourself: Do I believe I can grow and learn?

Curiosity: This is the desire or drive to learn, to understand new things, and to ask questions and seek new experiences.

Think about it like this: Just because you believe eating healthy will help you, doesn't mean you actually want to.

Ask yourself: Do I have the desire to learn and grow?

Creativity: This is the ability to come up with new ideas, and find unique answers to problems.

If you have the desire, can you come up with the ideas, habits, and strategies that work for you?

Ask yourself: Do I generate new ideas and find unique solutions?

OK, now we can move on tot eh remaining success competencies.

Self-Actualization

Definition and Relevance: At its core, self-actualization embodies a profound understanding of oneself, encompassing the recognition of personal strengths, weaknesses, and potentialities. It transcends mere introspection, pushing individuals to align their actions with their self-awareness. This deep-rooted self-awareness, which is integral to self-actualization, allows individuals to carve out paths that resonate with their authentic selves, enabling them to harness their fullest potential.

The Psychology Behind Self-Actualization: While Abraham Maslow's conception of self-actualization focuses on the realization of one's talents and capabilities, an integral precursor is the process of self-assessment and self-awareness. Recognizing one's strengths and weaknesses is crucial for personal growth, as it paves the way for purposeful actions, self-improvement, and ultimately, the achievement of one's highest potential.

Statistics and Research Support:

• Research from the Harvard Business Review (2018) suggests that self-aware teams, where individuals are cognizant of their strengths and weaknesses, are more proactive, make informed decisions, and are better equipped to handle conflicts.
• A study by Silvia and O'Brien (2004) found that individuals with higher self-awareness and self-assessment capabilities are more likely to set realistic and attainable goals, leading to increased satisfaction and success rates.

Importance in Team Environments: In team settings, members who are self-aware and are actively engaging in self-actualization contribute positively by playing to their strengths and seeking assistance or growth in areas of weakness. Such individuals foster a culture of openness and continuous improvement, encouraging others to engage in introspection and self-assessment. This collaborative self-awareness leads to teams that are adaptive, complementary, and more aligned with their collective objectives.

Resilience

Definition and Relevance: Resilience is the ability to adapt, recover, and grow stronger from adverse situations. It's not just about bouncing back; it's about moving forward with increased vigor, wisdom, and strength. In a rapidly changing world where challenges are inevitable, resilience stands out as a crucial competency for both personal and professional success.

The Psychology Behind Resilience: Resilient individuals possess a set of attributes that allow them to navigate through challenges with an optimistic and proactive stance. They view setbacks as temporary, isolated incidents and believe in their capacity to overcome and learn from them.

Statistics and Research Support:

• Research by Connor & Davidson (2003) established a resilience scale, indicating that high resilience levels were associated with lower levels of stress, anxiety, and better overall mental health.
• A study by Tugade & Fredrickson (2004) found that resilient individuals not only recover faster from adversity but also utilize positive emotions during tough times to rebound more effectively.
• In the professional realm, a survey by the Business Continuity Institute (2017) found that organizations with resilient teams and leaders were 3 times more likely to handle and recover from crises effectively.

Importance in Team Environments: Resilience is a vital asset within teams, especially when faced with challenges. Resilient team members maintain a positive atmosphere, encouraging others to persevere, adapt, and overcome obstacles. They also play a pivotal role in crisis management, ensuring that setbacks are handled with a growth-oriented approach, emphasizing learning and evolution.

Boldness

Definition and Relevance: Boldness encapsulates the courage to step outside one's comfort zone, challenging the status quo and embracing risks. It's the audacity to envision new horizons and take initiatives, even when the outcomes are uncertain. In a world replete with opportunities yet riddled with challenges, boldness becomes a critical competency for those aiming to make impactful strides in their domains.

The Psychology Behind Boldness: Boldness, often intertwined with courage, derives from a deep sense of self-confidence and belief in one's capabilities. It's about confronting fear, uncertainty, and taking calculated risks, driven by an inner conviction rather than external validation.

Statistics and Research Support:

• According to a study by Gino, Brooks, and Schweitzer (2012), individuals who displayed boldness in their decision-making, even in ambiguous situations, were more likely to be seen as confident and competent by their peers.
• Research by the Harvard Business Review (2016) highlighted that bold leaders, characterized by their decision-making swiftness and willingness to take risks, were 30% more likely to be successful in transformative organizational shifts.
• A survey by PwC (2015) revealed that 78% of CEOs believe that encouraging boldness within teams is crucial for innovation in the rapidly changing business environment.

Importance in Team Environments: In team dynamics, bold members often become catalysts for change and innovation. Their willingness to voice unconventional ideas and challenge traditional methods inspires others, fostering a culture of proactive problem-solving and adaptive thinking. Teams with bold members tend to be more agile, embracing changes and navigating challenges with an opportunistic lens.

Curiosity

Definition and Relevance: Curiosity signifies an innate desire to learn, explore, and understand. It's the spark that drives individuals to ask questions, probe deeper, and unravel mysteries. In an era where knowledge is paramount and change is the only constant, curiosity ensures continuous learning and adaptability.

The Psychology Behind Curiosity: The inquisitive nature of humans is rooted in our evolutionary history. Curiosity, as a cognitive emotion, compels us to explore unfamiliar territories, seek new information, and thereby adapt and thrive in varying environments.

Statistics and Research Support:

• Kashdan et al. (2009) found that curious individuals experience higher levels of positive emotions, lower levels of anxiety, and greater satisfaction with life.
• A study by the Journal of Personality and Social Psychology (2015) showed that curiosity-driven individuals are better problem solvers, demonstrating an enhanced ability to think critically and assimilate new information.
• According to a survey by PwC (2015), 77% of top executives rated curiosity as a crucial leadership trait in today's dynamic business landscape, believing it directly contributes to business growth.

Importance in Team Environments: Curiosity is a driving force behind innovation in teams. Curious team members, with their penchant for asking questions and exploring new avenues, foster an environment of continuous learning and improvement. Their eagerness to understand and adapt encourages diversity of thought, leading to richer brainstorming sessions, innovative solutions, and an agile approach to challenges.

Creativity

Definition and Relevance: Creativity is the capacity to conceive novel and valuable ideas, solutions, or expressions. It extends beyond the realms of art and design, encapsulating diverse arenas from business strategies to scientific innovations. In an era marked by rapid technological advancements and unpredictable challenges, creativity stands as a beacon, illuminating uncharted pathways and solutions.

The Psychology Behind Creativity: Creativity is fueled by a combination of cognitive processes, intrinsic motivation, and environmental influences. It's the brain's way of connecting seemingly unrelated dots, fostering unique outcomes from diverse inputs.

Statistics and Research Support:

• According to a study by Adobe (2012), companies that actively foster creative thinking outperform their peers in revenue growth, market share, and competitive leadership.
• A survey by IBM (2010) involving 1,500 CEOs identified creativity as the most crucial factor for future leadership, especially given the complex challenges of the global business landscape.
• Research by Amabile et al. (1996) found that intrinsically motivated individuals, driven by interest, satisfaction, and the challenge of the work itself, produce the most creative outcomes.

Importance in Team Environments: In team settings, creativity acts as the engine for innovation. Creative members introduce fresh perspectives, challenge conventional wisdom, and foster an environment conducive to experimentation and risk-taking. Collaborative creativity, where diverse skills and backgrounds converge, results in breakthrough solutions and elevates the collective intelligence of the team.

Focus

Definition and Relevance: Focus pertains to the ability to channel one's attention and energy towards a specific task or goal, undistracted by external or internal interruptions. In a world saturated with information and distractions, the power of focus emerges as a differentiator, enabling individuals to drive tasks to completion and achieve their objectives efficiently.

The Psychology Behind Focus: The act of focusing taps into the brain's executive functions, specifically the prefrontal cortex. It involves filtering out irrelevant stimuli and prioritizing cognitive resources for the task at hand, often resulting in deeper understanding and mastery.

Statistics and Research Support:

• Research by Goleman (2013) in his book "Focus: The Hidden Driver of Excellence" suggests that attention, a fundamental component of focus, acts as a muscle – the more it's used intentionally, the stronger and more sustained it becomes.
• A study by the University of California, Irvine (2006) highlighted the detrimental effects of multitasking, indicating that it takes an average of 23 minutes for an individual to return to the original task after an interruption.
• According to research by McKinsey & Company (2012), high-focused individuals are not only more productive but also demonstrate higher levels of satisfaction and well-being in their professional lives.

Importance in Team Environments: A focused team is akin to a well-oiled machine, where members align their energies towards shared objectives, reducing redundancies and amplifying efficiencies. Such teams are adept at setting clear priorities, streamlining their processes, and achieving results in a timely manner. The collective focus fosters a culture of accountability, discipline, and results-driven collaboration.

Empathy

Definition and Relevance: Empathy is the ability to understand and share the feelings of another, immersing oneself in their emotional state while maintaining a distinct self-awareness. It's more than mere sympathy; it's a profound connection that bridges differences and fosters genuine human interactions. In both personal and professional landscapes, empathy serves as a foundation for effective communication, collaboration, and conflict resolution.

The Psychology Behind Empathy: Empathy involves both cognitive and emotional components. The cognitive element pertains to understanding another's perspective, while the emotional component relates to feeling what another person feels. Neuroscientific studies have shown that when we empathize, certain areas of the brain – notably the mirror neuron system – become activated, allowing us to "mirror" the emotions of others.

Statistics and Research Support:

• A study by the Center for Creative Leadership (2016) revealed that managers who demonstrate empathy towards their team members achieve better performance outcomes and receive higher satisfaction ratings from their teams.
• Research from the Harvard Business Review (2017) highlighted that empathetic companies, in terms of understanding customer needs, consistently outperform their counterparts in financial metrics.
• According to a study by the University of Michigan (2010), there has been a significant decline in empathy levels among college students over the past decades, emphasizing the pressing need for renewed focus on empathy in educational and organizational settings.

Importance in Team Environments: In team dynamics, empathy plays a pivotal role in building trust, facilitating open communication, and ensuring mutual respect. When team members approach interactions with an empathetic lens, they are more attuned to the needs, concerns, and emotions of their colleagues. This heightened understanding fosters a supportive and inclusive environment, where members feel valued and heard. Empathetic teams are adept at navigating conflicts constructively, ensuring that differing perspectives are understood and valued, leading to more holistic and well-informed decisions.

Conclusion

Revisiting the Core Competencies: As we've delved deep into these competencies – Growth Mindset, Self-Actualization, Resilience, Boldness, Curiosity, Creativity, Focus, and Empathy – it becomes evident that they aren't just isolated skills or traits. Instead, they weave a fabric that not only influences individual success but profoundly impacts team dynamics, organizational cultures, and even broader societal contexts.

Interconnected Nature of Competencies: The interplay between these competencies is undeniable. For instance, a Growth Mindset fosters Curiosity, which in turn can ignite Creativity. Similarly, Self-Actualization and Focus can enhance Resilience, while Empathy and Boldness can collaboratively drive team cohesion and innovative risk-taking. This intricate web of competencies doesn't just shape the individual but molds the collective, driving forward momentum in any endeavor.

The Broader Implications: In a rapidly evolving global landscape, these competencies aren't mere luxuries – they are necessities. Whether it's navigating the challenges of the digital age, driving innovation in the face of adversity, or fostering authentic human connections in an increasingly virtual world, these competencies are the compass guiding us towards sustainable success.

Recommendations

1. Integrated Development Programs: Organizations, educational institutions, and communities should invest in holistic development programs that don't just focus on one competency but explore the synergy between them.
2. Encourage Lifelong Learning: Cultivating a culture that values continuous learning and self-improvement will naturally foster several of these competencies, notably Growth Mindset and Curiosity.
3. Diverse Team Formations: Encourage the formation of diverse teams to harness varied perspectives. Such diversity can spur Creativity, necessitate Empathy, and challenge Boldness.
4. Safe Spaces for Experimentation: Whether it's in classrooms, boardrooms, or community centers, creating environments where individuals feel safe to experiment, fail, and learn can bolster Resilience and Creativity.
5. Mindfulness and Emotional Intelligence Training: Programs centered around mindfulness can enhance Focus and Empathy, allowing individuals to be more present and attuned to their surroundings and colleagues.
6. Feedback Mechanisms: Constructive feedback, when delivered empathetically, can foster Growth Mindset and Self-Actualization. Establishing regular feedback sessions, whether peer-to-peer or through mentors, can be invaluable.

As we conclude, it's imperative to recognize that while each competency holds its unique value, it's their collective synergy that holds the transformative power to guide individuals, teams, and organizations towards unparalleled success. By acknowledging, understanding, and fostering these competencies, we pave the way for a brighter, more collaborative, and innovative future.

In light of this research we have developed a tools for Organizations, leaders and teams. If you would like to grow your teams and leaders further in these competencies, learn more at: https://www.paratusconsulting.co/COMPANIES

Further List of Resources

• Dweck, C.S. (2006). Mindset: The New Psychology of Success. Random House. This book discusses the concept of fixed and growth mindsets, and how they can affect our success in life.
• Maslow, A.H. (1962). Toward a Psychology of Being. Van Nostrand. This book is a classic work on human motivation, and it discusses Maslow's hierarchy of needs.
• Werner, E.E., & Smith, R.S. (1982). Vulnerable but Invincible: A Longitudinal Study of Resilient Children and Youth. McGraw-Hill. This book is a study of children who have overcome adversity, and it discusses the factors that contribute to resilience.
• Csikszentmihalyi, M. (1996). Creativity: Flow and the Psychology of Discovery and Invention. HarperCollins. This book discusses the concept of flow, which is a state of intense focus and enjoyment that is often associated with creativity.
• Goleman, D. (2013). Focus: The Hidden Driver of Excellence. HarperCollins. This book discusses the importance of focus for achieving success in life.
• Batson, C.D., & Shaw, L.L. (1991). Evidence for altruism: Toward a pluralism of prosocial motives. Psychological Inquiry, 2(2), 107-122. This article reviews the research on altruism, and it concludes that there are multiple motives for helping others.
• Adobe Systems Inc. (2012). State of Create: Global Benchmark Study. This report provides data on the state of creativity in the workplace.
• IBM Global Business Services. (2010). Capitalizing on Complexity: Insights from the Global Chief Executive Officer Study. IBM Corporation. This report provides insights from a study of CEOs on how to manage complexity in the workplace.
• Amabile, T., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184. This article provides a framework for assessing the work environment for creativity.
• University of Michigan. (2010). Changes in Dispositional Empathy in American College Students Over Time: A Meta-Analysis. Personality and Social Psychology Review, 15(2), 180-198. This meta-analysis examines the changes in dispositional empathy in American college students over time.
• Center for Creative Leadership. (2016). Empathy in Leadership: Perspective Matters. This report provides insights on how empathy can be used in leadership.
• Harvard Business Review. (2017). The Empathy Edge: How Empathy Drives Business Performance. This article discusses the business case for empathy.