How can you build a team with a growth mindset and resilience to change?

Challenge – view difficulty as a challenge, not as a paralysing event. Look at failures and mistakes as lessons to be learned from, and as opportunities for growth. Don't view them as a negative reflection on abilities or self-worth. These are the key elements of a growth mindset: Intelligence can be developed. A fixed mindset might say intelligence is static. Embrace challenges. Persist in the face of setbacks. See effort as a path to mastery and Learn from criticism. Building resilience requires physical, emotional, and mental strength. Therefore, it is essential to prioritize self-care during times of transition. Make sure to get enough sleep, eat well, exercise regularly, and take time for relaxation and reflection.

Growth mindset can open up an endless world of possibilities, but also cause some anxiety as in theory everything can be achieved with enough diligence, commitment and time dedicated. A more balanced approach to focus on what is meaningful is helpful. Striving for excellence - yes, but with a balanced eye on your own health in the long run.

A growth mindset is one which, in practically any situation, sees or senses an opportunity to move forward and take on head-on the challenges that lay ahead. Does this mean that this mindset has an above average gutsy risk taking abilities? Perhaps yes, but by the very definition of a growth mindset, even the risk seems somehow factored in including the slight inconvenience it might cause. In addition, this state of mind is one which has kept it doors wide open to suggestions, corrections and even severe criticism - all of which are embraced as "external positive drivers " to actually help overcome any defined situation. Works in teams too, but due to a mix of people that constitute a team, perhaps we see it slower.

Consider what seems far fetched, crazy, or unattainable, then consider what is required to accomplish it, before then having discussions with others about it. Such discussions can evoke a sense of intention and curiosity toward actually pursuing what was once just a consideration. A growth mindset is an intentional and curious mental state toward what you are currently unable to see, you just have to do the work to reveal such things.

Se trata de creer que no venimos con habilidades fijas, sino con potencialidades. La persona con mentalidad fija cree que sus habilidades son fijas. La persona con mentalidad de crecimiento creen que todo lo que es y hace se puede mejorar. 𝗟𝗮𝘀 𝗱𝗶𝗳𝗲𝗿𝗲𝗻𝗰𝗶𝗮𝘀 𝘀𝗼𝗻 𝗺𝘂𝘆 𝗺𝗮𝗿𝗰𝗮𝗱𝗮𝘀 𝗲𝗻 𝟱 á𝗿𝗲𝗮𝘀: 𝟭)𝗛𝗮𝗯𝗶𝗹𝗶𝗱𝗮𝗱𝗲𝘀: ❌M. fija que cree que se nace, ✅M. de crecimiento que se hace. 𝟮) 𝗗𝗲𝘀𝗮𝗳í𝗼𝘀: ❌M. fija evita, ✅M. de crecimiento busca. 𝟯) 𝗘𝘀𝗳𝘂𝗲𝗿𝘇𝗼: ❌M. fija cree que es innecesario. ✅M. de crecimiento que es esencial. 𝟰) 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: ❌M. fija lo toma personal. ✅M. de crecimiento lo toma profesional. 𝟱) 𝗣𝗿𝗼𝗯𝗹𝗲𝗺𝗮𝘀: ❌M. fija culpa a otros. ✅M. de crecimiento los usa para despertarse

PCR (Progressive-Collaborative-Resilient) mindset will help in building a team with a growth mindset and resilience to change. PROGRESSIVE - Self Diagnosis, Listening, Self Control and Humility will make a leader more progressive in nature. COLLABORATIVE - A collaborative mindset always works together towards a common goal by becoming a facilitator, develop the workforce for the future, and actively involving and serving others. RESILIENT - Build inner strength by closely working on improving the ambiguity threshold, positive internal monologue and channelizing the energy effectively.

Listen actively and connect with experts who are progressive by attitude, collaborative and resilient by nature, these skills will percolate and reflect in you and help one form a great personality! Isn't it Sir?

Después de tener una conversación co creacional en función de los valores y telos de una persona, de preferencia uno de tus líderes, ahora realizas el mismo proceso con todos. Como regla de oro siempre hay que recordar que todo lo que sea que vayas a comunicar a un grupo primero debes hacerlo de forma privada con los líderes. Ya sabes que después de la reunión todos vas a consultar con sus referentes. El objetivo es que todos crean que existe una conexión entre la visión de la organización y tus valores en donde la creencia central es la mentalidad de crecimiento. Sabiendo que el crecimiento se logra aumentando las habilidades para buscar nuevos desafíos, la mentalidad de crecimiento es al que nos ayuda a mantener una actitud de querer más.

Lead by example, demonstrate a growth mindset through your actions and responses to challenges. Showcase a willingness to learn, adapt, and embrace new opportunities, setting the tone for the team. Encourage a culture of continuous learning by offering resources, training, and developmental opportunities. Encourage team members to seek out new skills and knowledge to enhance their personal(yes personal too) and professional growth. Value effort and improvement by shifting the focus from fixed outcomes to the process of learning and improvement. Recognize and celebrate efforts, perseverance, and the journey of overcoming challenges, reinforcing the importance of growth.

3 pontos relevantes para construir um time com o mindset certo de resiliência e mudança 1. Criar um ambiente onde não haja medo do fracasso: não ter confiança entre os membros diominui a propensão à assumir riscos ou experimentar novas abordagens e isso freio inovação e crescimento. 2. Resistência à mudança: alguns membros podem resistir à mudança, preferindo aderir aos métodos e processos existentes, mesmo quando não são eficazes. Se isso acontecer no seu time, contorne imediatamente. 3. Falta de motivação: ter uma visão clara e articulada é fundamental para conseguir manter o pique durante momentos de incerteza. Sem direção, não existe progresso. Se atente a esses 3 pontos e você tera uma equipe resiliente.

Al comunicar cualquier cambio hay que buscar un equilibrio entre novedad y ansiedad. 𝗡𝗼𝘀 𝗴𝘂𝘀𝘁𝗮 𝗹𝗼 𝗻𝘂𝗲𝘃𝗼, 𝗽𝗲𝗿𝗼 𝗻𝗼 𝘁𝗮𝗻 𝗻𝘂𝗲𝘃𝗼 𝗽𝗼𝗿𝗾𝘂𝗲 𝗺𝗲 𝗱𝗶𝘀𝗽𝗮𝗿𝗮 𝗹𝗮 𝗮𝗻𝘀𝗶𝗲𝗱𝗮𝗱. Se cuenta que en 1879 Thomas Edison antes de presentar la bombilla eléctrica, pensó mucho en cómo recibirían esa cambio. Entonces dijo: "𝘛𝘰𝘥𝘰𝘴 𝘵𝘪𝘦𝘯𝘦𝘯 𝘶𝘯𝘢 𝘭𝘢𝘮𝘱𝘢𝘳𝘢 𝘥𝘦 𝘢𝘤𝘦𝘪𝘵𝘦 ¿𝘷𝘦𝘳𝘥𝘢𝘥? 𝘖𝘬, 𝘥𝘦𝘯𝘵𝘳𝘰 𝘥𝘦 𝘦𝘴𝘢 𝘭𝘢𝘮𝘱𝘢𝘳𝘢 𝘩𝘢𝘺 𝘶𝘯𝘢 𝘭𝘭𝘢𝘮𝘢 𝘲𝘶𝘦 𝘪𝘭𝘶𝘮𝘪𝘯𝘢 𝘷𝘶𝘦𝘴𝘵𝘳𝘰𝘴 𝘩𝘰𝘨𝘢𝘳𝘦𝘴. 𝘓𝘰 ú𝘯𝘪𝘤𝘰 𝘲𝘶𝘦 𝘷𝘢𝘮𝘰𝘴 𝘢 𝘳𝘦𝘮𝘱𝘭𝘢𝘻𝘢𝘳 𝘦𝘴 𝘭𝘢 𝘭𝘭𝘢𝘮𝘢 𝘱𝘰𝘳 𝘭𝘢 𝘣𝘰𝘮𝘣𝘪𝘭𝘭𝘢". De esta forma logró que recibieran con actitud positiva esa innovación disruptiva.

𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: The ability to adjust to new conditions and embrace change positively, seeing it as an opportunity for growth rather than a setback. 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡: Maintaining emotional stability and a positive outlook during periods of change, enabling effective coping and problem-solving. 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Being open to acquiring new skills and knowledge, which supports flexibility and the capacity to thrive in evolving environments.

As leaders, we need to foster an environment where failures are seen as learning opportunities, not setbacks. By encouraging our teams to take risks and innovate, we transform the perception of failure from negative to valuable. Leading by example in conducting constructive analyses of setbacks, we focus on learning and understanding rather than assigning blame. This approach cultivates resilience, reframing challenges into valuable lessons and guiding team members to view setbacks as essential steps in their growth and innovation journey. By embracing this mindset, we cultivate a resilient team, adept at navigating change and thriving through continuous learning.

Maintain transparent communication about changes within the organization. Clearly articulate the reasons behind changes and provide a platform for team members to express their concerns, fostering a sense of ownership and understanding. Provide training programs on change management. Equip your team with the necessary skills to adapt to and navigate through changes effectively, emphasizing resilience as a valuable competency. Establish a support system within the team. Encourage collaboration, mutual assistance, and a shared sense of purpose, creating a supportive environment that helps individuals cope with the uncertainties of change. Involve the team in decisions related to change for a collaborative approach.

Resilience to change often comes up when there is fear around your own future. As leaders, creating a clear picture for everyone involved is necessary. Where are we going, what is changing, what is staying as it is, how will this impact you and what support is available to you. These are all questions your team members have and you explicitly or implicitly. Addressing them one by one will ensure people stay motivated throughout a transition period.

For a team to embrace bigger changes, they need to have some practice with smaller scale changes. For example, when a team member makes a mistake, they are needing to make a change the next time. Help them to learn, raise self-awareness and shift their approach next time. This helps people to not see their mistakes as failures or high risk situations, but opportunities to learn and do things differently.

Consider these strategies for creating adaptability to change: Clear Communication: Regularly communicate the purpose, benefits, and impact of the change, promoting understanding and acceptance. Team Involvement: Engage your team in the change process by inviting their input, feedback, and suggestions, ensuring they feel valued and invested. Empower Decision-Making: Encourage team members to participate in decision-making and action-taking, cultivating a sense of ownership and agency. Invest in Resources and Training: Provide the necessary tools, resources, and training to empower your team to navigate the change effectively.

Please ensure that the team's growth mindset aligns with organizational goals. Connect individual and team development with the broader vision, emphasizing the role of continuous learning and adaptability in achieving success. Create a sense of ownership and involvement by including the team in decision-making processes related to change. This promotes a collaborative approach, aligning individual and collective growth mindsets with the team's resilience to change.

Aparte de alinear los valores personales con los organizacionales y la visión, también hay que asegurar la perseverancia con base en los estilos comportamentales. Por ejemplo, con base en el modelo DISC, hay dos estilos acelerados y dos pausados. Los estilos Dominantes e Influyente suelen prenderse y motivarse más rápido a la iniciativa del líder, pero se les baja el entusiasmo casi siempre porque se apuntan también a otras cosas. En cambio los estilos eStable y Cauteloso no son tan rápidos para adoptar e iniciar un proyecto pero son muy buenos para mantener la constancia a largo plazo. Particularmente los estilos S. Sabiendo esto, un líder debe apoyarse bastante en un líder estilo S para que sirva como hilo conductor del proyecto.

𝐋𝐞𝐚𝐝 𝐛𝐲 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Demonstrate a growth mindset and resilience in your own actions, showing adaptability and a positive attitude towards challenges and changes. 𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Promote continuous learning and development opportunities, fostering an environment where team members feel supported in their growth journeys. 𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐏𝐫𝐨𝐠𝐫𝐞𝐬𝐬: Recognise and celebrate both small and large achievements, reinforcing the value of effort, perseverance, and adaptability in overcoming obstacles.

Regularly conduct assessments, surveys and gather feedback to gauge the team's perception of change and their willingness to embrace growth opportunities. Use this data to identify areas for improvement and celebrate strengths. Integrate growth mindset and resilience metrics into performance evaluations. Connect these qualities with key performance indicators to underscore their importance in achieving organizational objectives. Observe team behaviour dynamics, individual responses to challenges, and the overall adaptability during periods of change. This qualitative assessment provides insights into the team's growth mindset and resilience in real-world situations.

Setting goals, tracking and measuring are all fine.. but here're the unpopular ones 1. As a leader, you keep your spirits high at all times 2. Be the team's cheer leader, recognise improvements and reward them atleat with appreciation 3. keep the task a little challenging. Neither too easy nor too tough. 4. Provide scope for learning, experimenting and ideating new skills and initiatives

To effectively gauge these attributes, consider the following: 1️⃣ Surveys and interviews: Use targeted questionnaires or conduct one-on-one interviews to gather insights on team members' perspectives. 2️⃣ Observations and feedback: Monitor and document team interactions to identify the manifestation of growth mindset and resilience traits. 3️⃣ Metrics and indicators: Evaluate performance, engagement, satisfaction, and well-being within the team, looking for markers of adaptability and learning.

To reach your full potential and truly grow you need to feel safe enough to contribute, commit and potentially fail. The reality is that a growth mindset will be directly attributable to the psychological safety in the workplace environment.

A couple of areas not included in the article are: 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: Offer resources such as training, coaching, and counselling to help team members navigate changes and build resilience. 𝐅𝐨𝐬𝐭𝐞𝐫 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧: Encourage teamwork and peer support, creating a collaborative environment where team members can share experiences and strategies for growth and adaptation.