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How to Spread Growth Mindset among Employees

If you’re a business owner or HR expert and you haven’t heard of Carol Dweck’s concept of growth vs. fixed mindset, it’s time to fix that mistake. There’s a book you need to read: Mindset: The New Psychology of Success. 

In this book, Dweck exposes the idea that humans were not born with predetermined talents and abilities. It’s their mindset that sets them up for success.

People with a fixed mindset believe that they have a determined capacity that they cannot exceed. This would be an employee who’s convinced that they don’t have good computer skills and don’t even bother learning how to navigate through a website or handle conferencing software. This is the kind of person who will refuse to prepare a presentation, since they are convinced they don’t have good presentation skills.

People with a growth mindset, on the other hand, have a firm believe that they can expand their current limits as long as they try. These are the employees who will accept changes and do their best to learn and progress more within the organization. Even if this kind of person doesn’t have impressive presentation skills, they will practice and learn. 

For example, they will hire a service like UK BestEssays to help them with the slides, and they will spend a lot of time preparing for the presentation. Maybe it won’t be perfect, but it will be a step forward from their current situation. 

As an employer, you want people with a growth mindset in your organization. 

Why You Need People with a Growth Mindset
Employees with a fixed mindset might do their jobs just fine. Let’s say you have an assistant who is very good at scheduling appointments and organizing the manager’s time. But this person doesn’t believe in personal growth and would be overwhelmed by any task that doesn’t fall within their standard job description. If, for example, you ask them to introduce you to an audience before your presentation, they will freeze.
The person with a growth mindset will act differently. They will think: “Okay; this is not something I feel capable of doing. What can I do about it? How can I learn? How much time will I need to develop this skill? I better start working on it ASAP!”
An employee with a growth mindset will not become defensive when you put them in front of challenges. On the contrary; this worker will get inspired by the thought of personal and professional growth. This is the kind of employee who would grow within the organization, so they would save you a lot of money on training new workers when higher positions become available.

 

Things you'll need

  • Reinvent Your Performance Ranking Practices
  • Support Them through Difficulties
  • Prove the Value of Learning
1

Reinvent Your Performance Ranking Practices

Does your organization still use stacked ranking? That system ranks employees according to their performance in different categories. It’s not effective because it promotes unhealthy competition among the employees. Plus, it puts a grade to someone’s performance, which essentially pushes them towards a fixed mentality. “You’re at this level. He’s better than you, and she is worse,” – that’s how the employees see it. 

It’s time to move away from this practice. You need to fuel self-motivation and challenge all employees to learn and grow. Of course, you’ll still measure their performance, but you’ll focus not on the numbers they currently achieve, but on the areas that need improvement. When delivering reports, you’ll provide them in a positive tone, explaining what these people can do better and how they can do it. 

2

Support Them through Difficulties

Through her studies on the human mindset, Dweck realized that children with a growth mindset understood difficulty not as an overwhelming obstacle, but as an opportunity to learn and improve. They saw their mistakes as something positive. They were exploring and making mistakes, but they also learned how to fix them. 

However, these children also got support through the process of learning. Their parents and teachers were nurturing the growth mindset in them. 

When you’re an employer or HR manager, you take the role of a parent in the organization. You have a responsibility to train the workers, and you need to do that through constant praise on their effort, motivation, and persistence. Whenever the organization faces an obstacle, you’re the one who has to motivate the team to grow stronger through the opportunity for learning.  

3

Prove the Value of Learning

If you’re wondering why your employees are not thrilled about new training, maybe it’s because they don’t see the value in it. If you want to nurture the growth mindset, you have to show how everyone benefits from it. 

When someone masters a new skill or completes new training, they should get better opportunities. Of course; better job opportunities also come with a raise. 

Further information

It’s time to act! Your employees face obstacles whether you like it or not. The question is: how will they overcome the difficult moments? Will they drive your organization forward? They will if you encourage them to develop the growth mindset.  

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Page last edited Oct 06, 2018 History

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