How do you develop a growth mindset in your team?

Make it safe for your team to fail. This sounds incredibly counterintuitive but hear me out: 🔥 When your team feels like failure is just part of learning, they will take more risks. 🔥 They will be less afraid of speaking up. 🔥 They will feel free to be more innovative, take bolder risks and collaborate openly. This will all lead to more business growth and opportunities for both you and them.

Leaders have to demonstrate this at all times. It’s vital to show the team how committed you are to personal and professional growth. This means to encourage everyone to try something and if there is a need to course correct, it is handled with grace because we all learn and grow together.

To cultivate a growth mindset in a team, leaders must first embody this perspective, demonstrating that abilities and intelligence can be developed through dedication and hard work. Encouraging curiosity and learning, welcoming feedback, and reframing failures as opportunities for growth are crucial. Additionally, promoting collaboration and diversity can lead to innovative problem-solving. Lastly, challenging team members while providing support helps foster their resilience and adaptability, making them successful in the face of change. Have a Productive Saturday Afternoon & Stay Safe!

It is scientifically supported that growth mindset-intelligence positively impacts an organizations culture and leverages appreciative inquiry to influence business profitability. This is an absolute must skill for leaders to work upon as a daily discipline, because relishing or coping with failures is not an option in VUCA times. "Picture your brain forming new connections as you meet the challenge and learn. Keep on going." - Carol Dweck Adopting a growth mindset means to challenge your neurons to stretch beyond the comfort zone, embrace challenges, to become resilient and more solutions oriented and be a continuous learner As leaders have you thought that practicing the art of growth mindset to increase organizational business results?

My one counsel that'll help you model the growth mindset authentically: - Be honest. First with yourself and then with your people. Don't engage in tick box leadership (saying what you believe people want to hear or using certain terms to get a certain response). Modelling a growth mindset is not just about adding certain words to your vocab. No. It's about shifting your mindset in a way that your behaviour manifests the growth that you believe. If you take time to cultivate a growth mindset within, you'll be able to have honest conversations with your people, not just rehearsed words. You'll also model the right things to your people that'll influence them positively.

I couldn’t agree more here. Model this yourself, too. Be visible in training sessions and take part WITH your team. Ask questions conspicuously and frequently to show them this behaviour is encouraged and create permission for them to do the same. Talk about books you’re reading or podcast you’re listening to to fill your knowledge gaps. Say ‘I don’t know’ frequently. Take time and make space to learn from your team. Make these behaviours part of your team culture.

Provide resources, training, and opportunities for skill development. Support your team members in attending workshops, conferences, or online courses to enhance their knowledge and expertise.

In my experience, fostering a culture of continuous learning and curiosity is important for effective leadership. By nurturing a curious attitude within our teams, we can enhance their engagement and creativity in the workplace. This approach not only fosters innovation but also promotes collaboration among team members, there are also many studies support that. So it is important to create an environment where individuals are encouraged to learn new skills, explore innovative ideas, and embrace new challenges, rather than being compelled to do so.

This one's big. 5 ways I like to EASILY add growth mindset into the weekly flow... 1. Hold regular micro-trainings for 10-25m every day. Role playing, lecture, guest speakers, watch skill-based clips on youtube, etc. 2. Book club, once a month. Make it fun with lunch. 3. Cross department learning-- leader from another team shared insights on their role and how it creates value 4. During 1 on 1s, do a 1yr goal --> Skill --> Action plan. In 1 year what is the most important skill YOU need to develop to increase your odds of reaching your 1yr goals? Create an action plan to develop that skill (coaches, courses, mentors, books, clubs, etc.) 5. "Student-led learning" --> my favorite. Bi-weekly, someone else on your team LEADS a sesh!

As a leader, it's very important to give your team the time and freedom to learn, strategize, think, and do work quietly. Remove their obstacles to this: -remove unnecessary meeting/calls/trips -create no-meeting days -promote 'quiet time' daily (time for these activities) -promote health and wellbeing (learning and curiosity is about taking care of yourself first). -connect with them to 'ask' how they are doing. Just these small actions can make all the difference.

We must embrace and encourage everyone to try something. We all grow through trying new ways and ideas. It’s so amazing when we create this culture.

Another key here is doing something with the learnings. A few key practices would be to ask how they will apply the learning, help to create or identify those opportunities to put learning into action when they arise, and reinforce proactive efforts. Teams thrive when this is part of the collective group process and the individual process between managers and employees.

One way to role model this is to share your performance review (or a summary of it) with your team. Let them know what development areas you’re working on. They can help you with them and hold you accountable, and being open about your own development areas shows them you’re learning too, and creates safety and permission for them to talk about their own.

Humility is an important piece of the leadership puzzle. If a leader can embrace and accept critical feedback, they will create constructive and positive interactions. Moving forward this will keep people engaged and promote continuous improvement throughout the organization.

We need to celebrate all wins no matter how big or small. Even “failures” are not failures there is always a lesson or area of growth to be found in that experience. Fostering a culture of and environment of psychological safety allows everyone to share open and honestly. No one ever sets out to fail or blow up a project, they set out with good intentions and should be able to freely say that didn’t work, we shouldn’t do that again without fear that they will be in trouble, talked down to or given a lecture like they were a child instead of the professional they are.

Inclusivity is the first step to promoting diversity and collaboration. Set aside weekly time for your team to be 'out of meetings' and to 'collab and share.' Make sure everyone gets a chance to speak. Create an environment where you promote people reaching out to each other for help (esp if you're not always available). These are small things that can go a long way to promote empowerment, collaboration, and psychological safety.

Don’t forget, diversity takes all forms. Bring in people, ideas, and solutions from new places and make it a safe space for feedback and communication. Leaders, if you model this- others will follow and greater efficiencies and products will become commonplace.

Foster an environment where team members can support each other, share knowledge, and learn from one another. Collaboration can lead to a richer pool of ideas and perspectives.

In a discussion with two team members the other day I asked the question, have you ever had a non work related discussion to get to know each other or check in on each other. The answer was no. I was shocked (although I shouldn’t have been). As leaders, and as busy as the teams all are, we should still encourage small talk (not gossip) and water cooler convos, before asking them to dive into just work. Knowing where someone is that day can make a difference on how they approach the task at hand. Taking 5 mins up front to check in will save hours of trouble shooting on the back end.

Promoting collaboration and diversity is key for fostering a growth mindset. A diverse team offers a mix of perspectives, enhancing problem-solving and innovation. Create an inclusive culture where all voices are heard and valued. Use collaborative tools and team activities to facilitate communication. Leadership should encourage diverse viewpoints and celebrate individual contributions. This approach not only strengthens the team but also nurtures a growth mindset by showing that learning and improvement are collective efforts.

The first person you must influence is yourself! How are you showing up? What is the energy you bring into a physical room or a zoom meeting? Is your positive energy and beliefs inspiring others or is your attitude deflating their dreams and excitement? If you want to be a great leader, you need to start by leading yourself. Don't blame your team for not believing in themselves or their goals. Instead take a look at yourself and ask how you can improve your own leadership skills. Remember you set the example for your team, so be the kind of limitless leader you want them to be!

Giving the teams challenges and responsibilities that are beyond their comfort zone is one of the best ways to foster a growth mindset Leaders should articulate the clear outcomes and guidelines, however they should then allow the teams to figure out the best way to achieve their goals Even when the teams approach the leader for guidance, leaders should use a coaching approach to empower them to come up with their own solutions

1. Provide constructive feedback: Regularly check in with your team, and share constructive feedback. Evaluate situations and explore things that can be done better. 2. Encourage a learning culture: Encourage your team to seek out new knowledge and skills - explore how existing duties can be done better. Encourage them to attend workshops or webinars, read books, or take online courses. 3. Set challenging goals: to push the team outside their comfort zone. 4. Get out of the way and let the team achieve and deliver outstanding results

When adding value to your people, you are influencing them. When you are influencing your people, you are leading them. Highly effective leaders increase their influence with their people, every day. You will come up against obstacles, resistance, and challenges with your people every day. It is up to you to overcome those obstacles. There is not only one style of leadership. There are many styles and they need to be practiced with people every day. Leadership is extremely hard work, and the earlier you realise this, the better it will be for you and for your team.

That is an understatement... there is no motivation without challenge and no team without the support of its leader. We do not put truism in management, but we state the truth. That is one version of the best support of one's team.

To encourage a growth mindset, it is important to encourage the following five behaviors: 1. Strive to improve your job performance every day, even if it’s just a small improvement compared to the previous day. 2. Challenge yourself by doing something that pushes you out of your comfort zone on a daily basis. 3. Embrace difficult assignments instead of avoiding them, as they offer the greatest opportunities for growth. 4. Avoid becoming too comfortable in your current situation, as this may lead to complacency and hinder your willingness to progress. 5. Hope for the best but prepare for the worst so you don't get paralyzed when it happens. Failure is acceptable.

Building a growth mindset is not a solo job. It's a collaborative effort from the whole team, led by a few people with the habits, behaviours, and thinking that helps each other level up their work.

* Communicate the WHY:  Help them SEE the future vision. * Lead by example: Embrace a growth mindset and show your team you're open to new technologies and willing to embrace change. * Provide education and training: This will help dispel any fears and increase comfort levels with the new tools. * Communicate the BENEFITS: Make sure your team understands the benefit. * Offer support: Provide your team with the resources and support they need to succeed. * Encourage experimentation & embrace failure as a natural part of the learning process. * Partner with experts: Work with experts who understand your business, marketing and technology. * Stay open minded. Listen to your team. * Help them replace limiting beliefs with a growth mindset.

Definitely, developing a growth mindset within a team is an ongoing journey. As a leader, it's important for us to maintain a consistent approach and show our team that we have a growth mindset through our own actions. This really influences how the team sees things. It creates an environment where learning, persisting, and embracing challenges becomes the norm. And you know what? It unlocks new levels of creativity and innovation! Also, let's not forget how crucial it is to celebrate progress, not just the results, to keep encouraging continuous improvement. It's something that not many leaders do, but it's actually one of the most important things when it comes to supporting your team's growth mindset!

Encourage the use of the word "yet" in statements, such as "I haven't mastered this skill yet." It implies a growth mindset and suggests that improvement is possible with effort and time.

The goal for employment has shifted from “ Paycheck “ to “Purpose”. Same with the incentive for growth. One needs to go beyond “professional” and seek the needs of the “person” to tap into their need. One great way to do it is by working on goals based on their strengths. What’s the purpose based on their strength? An individual’s awareness of lesser strengths and how he/she/they can compliment/manage it is a great way to help the person grow in their unique way. The same exercise when done for the growth of the team can yearn greater results as everyone gets to know others purpose, complements strengths and growing becomes fun. It’s a great tool to curb attrition aswell A team which grows together never leaves each other.

A growth mindset isn't a one-size-fits-all magic wand; in situations requiring quick, decisive action, too much focus on learning and adaptability can muddy the waters. Sometimes, the quest for perpetual improvement can lead to "analysis paralysis," where the fear of making an imperfect choice stalls progress. Additionally, an excessive growth mindset might make you too tolerant of failure, causing you to overlook systemic issues that need addressing. It's crucial to strike a balance between growth and accountability, understanding when to pivot and when to persevere.

Developing a growth mindset is an ongoing process. Be patient and consistent in your efforts to cultivate this mindset in your team, and it will contribute to a more motivated, adaptable, and successful group of individuals.

Use language that primes a growth mindset. For example, brainstorm using a “what if…” starting prompt to promote creative and critical thinking and shift from solution thinking which may be stifled by status quo thinking.

One strategy to consider is implementing a learning and teaching approach. Every team member gets the opportunity to attend a workshop, webinar, or event of their choice. They then bring back their newfound knowledge and insights to share with the team, transforming from learners into teachers. This method does more than just disseminate knowledge; it amplifies learning. As team members teach, they consolidate their own understanding, while their peers gain fresh insights. Simultaneously, it fosters a culture of shared growth and continuous learning, where every new experience becomes a stepping stone for collective advancement.