How can leaders promote a growth mindset?

Performance does not come solely from innate talent and intellect, whether in business or in life. It is the product of adopting a growth mindset. Individuals can view intelligence and learning in either of two ways: with a fixed mindset or with a development mindset. Individuals with a fixed mentality assume that they are born with a certain level of intelligence and talent, and that this level will not change throughout their lives.

As a consequence, they have a tendency to assume that tasks for which they have expertise can come naturally to them, requiring little effort to achieve success. In reality, failure is viewed as an occurrence that calls into question their true intellect, resulting in a substantial struggle with failures or mistakes for these individuals.

Those with a growth mindset, on the other hand, assume that intelligence, talents, and interests can be built over time. They seek out opportunities to be challenged, to stretch beyond their current capabilities, to take chances, to learn from their mistakes, and to take risks.

From a business standpoint, the benefits of a growth mindset culture include leaders seeing their workers as more creative, collaborative, and dedicated to learning and developing in businesses with such cultures.

As a result, it is important for leaders to instill a growth mentality in their workers. It’s not always easy to motivate others, particularly if your workers feel their skill and performance are predetermined. So consider these tips.

  1. Allow yourself to make risk your new best friend.

Companies work in conditions that are rife with doubt and confusion. By taking the time to step back to consider why the complexity and uncertainty exist, leaders will accept uncertainty and see through the ambiguity to uncover previously unknown opportunities. As they do so, leaders must ensure that their employees do not fear confusion and complexity, but rather welcome it in order to build and maintain momentum.

2. Acknowledge and capitalize on the mistakes.

Leaders with a growth mentality see failure as a necessary step on the path to significance. Instead of sweeping failure under the rug, they welcome it. Spend time with your staff during the process of a project, as well as after it is completed, debriefing what is going well and what isn’t. Inquire about what people learned about the company and about themselves during the process. Where will they get help and wisdom the next time? What did they learn that they could relate to a different goal?

Note that rewarding commitment as well as results is important if you want the team to take calculated risks. Employees act more ethically in companies that prioritize learning from all achievements and mistakes as a bonus.

3. Have a better sense of foresight.

The majority of businesses are unprepared for change. They spend millions of dollars preparing for it but struggle to put it into practice in the workplace and in the marketplace. This is due to their inability to predict the unexpected. They are unable to deal with the strategic ramifications of their investments and the confusion that comes with implementing change.

4. Keep an open mind when receiving input.

The most significant impediment to growth and creativity is a leader who refuses to accept input. A growth mentality, like the recognition that you don’t own the market on good ideas, starts with you. Staying open to suggestions encourages others to be honest with you on what is working and what isn’t. This mindset helps others to freely share their thoughts and concerns, as well as to readily accept input from others. Perhaps most significantly, when your team is comfortable sharing with you, you are better positioned to anticipate errors or mistakes until they have a significant effect.

5. Focus on people development.

Employees of organizations with a fixed mentality often characterize the prospects for success and recognition as restricted to “a few rising stars.” In growth-mindset companies, on the other hand, leaders strive to build their entire team, not just a select few. As a result, the company has a strong bench power. Leaders who understand that great ideas can come from everywhere strive to increase the range of talent and thinking required to solve difficult problems. They put together teams that are designed to succeed.

Check out my related post: Do you have a growth mindset?


Interesting reads:

https://blog.growthinstitute.com/the-edge/growth-mindset-successful-leadership

https://www.inc.com/john-eades/4-ways-executives-can-instill-a-growth-mindset-in-employees-they-lead.html

https://www.forbes.com/sites/glennllopis/2018/04/24/the-12-crucial-leadership-traits-of-a-growth-mindset/?sh=7811ed2d75d7

https://www.theladders.com/career-advice/how-leaders-can-foster-a-growth-mindset

https://www.tanveernaseer.com/how-to-promote-learning-mindset-in-3-steps/

https://www.edweek.org/education/opinion-why-leaders-need-to-develop-their-own-growth-mindset/2020/11

https://expinstitute.com/growth-mindset-culture/

https://www.impraise.com/blog/how-to-develop-a-growth-mindset-in-your-team

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