What Kind of Mindset Do You Need Your Employees to Have?
According to Stanford psychologist, Carol Dweck, there are two types of mindsets: fixed and growth.
These basic mindsets affect our core set of beliefs and can have an effect on how we view both success and failure in every aspect of life.
As a business owner, employer, or company leader, it is vital to understand the mindsets of your employees.
The Difference Between Fixed and Growth Mindsets
Individuals who have a fixed mindset don’t believe that they can change. They don’t think they can increase their knowledge and they rely on what they think they know.
Growth mindset individuals, however, believe that they can increase their ability and their intelligence. They view failure as an opportunity to learn, and they thrive on feedback.
Why is this important? In the workplace, this can mean the difference between stagnation and growth. A fixed mindset viewpoint can cause people to play it safe, reject constructive criticism and be disengaged with their job. Growth mindsets allow for productivity, workforce engagement and a thriving company.
Developing a Corporate Mindset
How do you want your employees to think about your company? What mindset do you want them to have as they make decisions that affect the day to day operations?
Do you want your company to look toward the future or merely plod along? Most business leaders would agree that they want their corporations to succeed and grow. Define a growth mindset vision for your company and share it with your employees.
Provide a Shared Vision
Employees need to know that they are part of a larger mission. Demonstrate the importance of each component in the business and show how everyone contributes to reaching the corporate goals. When people feel valued and appreciated, they are more engaged in their work and more likely to adopt a growth mindset.
Model the Growth Mindset
Be transparent about your own mindset. Demonstrate how to think ‘growth’ in corporate decision making. Tie your decision making to the company’s long-term corporate goals. Be open to feedback from your team, and model growth mindset thinking even after failures.
Provide Individual Coaching
Fixed mindset individuals often become defensive when faced with criticism. They may need individualized coaching on how to use constructive feedback as a growth opportunity. Help them embrace any challenges that arise and develop a plan to deal with their “triggers."
Use Feedback Effectively
Studies show that effective feedback, conducted more frequently, can help your employees feel more comfortable about coming to you for advice. Learn how to mix constructive feedback with positive remarks in a manner that is well received.
One of the most effective components of a growth mindset is celebrating the successes of others – even in the face of our own failures.
Envy can keep your employees from moving to a growth mindset. A culture of success and growth, however, rejoices when anyone has a win. Growth mindset employees realize that their turn at success is possible and may be next, so they can be happy for others now.