Leadership Design Alliance | Chicago Executive Coaching

BIG IDEAS

GET THE LATEST BLOGS RIGHT TO YOUR INBOX !

Shifting to a Growth Mindset

Want to lead your organization through change?  Improve productivity?  Build happier, more collaborative teams?  Then you may want to look at how you perceive change. 
 
The world is changing more quickly than ever.  We don’t know what the new normal will look or feel like.  Colleagues are nervous…uncertain about what the future holds.  However, if we shift our perspective and seek opportunity to grow, we can change the trajectory. 
 
Changing our mindset from one that is fixed to one of personal and professional growth allows us to reframe the way we work, learn and lead.  This mindset – a growth mindset – leads to real and lasting impact.

  • Less biased decision making

  • Work environments that value trust and safety

  • Greater collaboration

  • Increased conversations that keep work flowing and anticipate problems

  • Employees who feel a greater sense of belonging

  • Feedback that improves performance 

This is a behavioral shift.  And while these skills may sometimes seem “soft”, shifting from the status quo to a growth mindset creates space for increased employee engagement, resilience, and greater workplace satisfaction.
 

Teams that make this shift live these qualities:

  • They share mistakes and adapt…thus improving organizational performance. 

  • They communicate across employee ranks to create efficiencies and team engagement.  This effort builds a sense of team pride. 

  • They find lessons and inspiration in the success of each other.

  • They learn from productive feedback.

  • The find the path to mastery because they value effort and persistence.

  • They embrace challenges as opportunities.

 
Change is disruption.  And disruption can create fear and resistance.  Resistance can be magnified when we don’t know the why of change. If we as leaders give careful consideration to how our colleagues think about change and the role they are expected to play, then in response they will drive solutions.  You will build in resilience, curiosity, an interest in learning, and a greater ability to tolerate risk and innovation. 
 
I encourage you to reflect on your own leadership.  What are you doing to create cultures of learning, innovation and feedback?

  • Where and how can you cultivate new skills? How can you help your colleagues do the same?

  • How do you encourage and support colleagues in taking risks that may lead to ways of doing things better?

  • Do your colleagues trust you will provide feedback in ways that support new learning?

 
 

MORE BIG IDEAS

CASTING SHADOWS

There is this space…stuck inside.  Making it hard to breathe.  Making my heart hurt. It sometimes feels like my very own black hole.  Its name

Read More »

WORDS

Today I was rummaging through files, seeking some inspiration.  I ran across a document and a memory I would like to share with you. I

Read More »

GET THE LATEST UPDATES WITH OUR NEWSLETTER

Leadership Design Alliance

STAY INSPIRED.

Sign up for our monthly newsletter with your regular dose of motivation, fresh ideas, and useful insights.