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Can A Growth Mindset Be Taught

  1. Many organizations operate from a fixed mindset. They hire employees to fill specific roles with little or no expectation of change. One of the most effective growth strategies involves moving from this static model to embrace a culture centered on progress. A growth mindset assumes that improvement is always possible with enough effort and practice, a natural fit in the entrepreneurial world. Workplaces that focus on positive evolution will be more creative and productive. However, developing a growth mindset takes intentional action. Page 02
  2. A growth-centered workplace recognizes that challenges promote engagement. As a leader, you can set goals for individuals and teams that require extra effort. This goal-setting process must be well-planned. You want to set objectives that are hard enough to cause some frustration but not so difficult that they become demoralizing. The people who find the greatest success in life and those who achieve their dreams certainly have one thing in common. They know how to attract the resources they need to succeed. Page 03
  3. As employees grow in their skills and knowledge, they may see new ways to handle old problems or new directions for the organization. Allow this curiosity to inspire creative solutions. You never know where the path might lead. Page 04
  4. The growth mindset takes advantage of the neuroplasticity of the brain. Challenging tasks and novel ideas form new neural connections and expansion. When employees struggle to reach their goals, they are expanding their minds. The process becomes as important as the goal in a growth mindset culture. Page 05
  5. Meaningful feedback is an essential part of developing a growth culture. People with this mindset are not averse to constructive criticism. They know that your observations will help them improve. As a leader, you must also be willing to accept feedback from your staff. A growth mindset culture breeds creativity, and you may be surprised at the insights your employees bring when they look at the organization from a different point of view. Page 06
  6. A real challenge runs the risk of failure. Your staff will look at your example to see if they are truly free to make mistakes as part of the process. If you panic when something goes wrong, it will limit the potential for growth in the organization. Employees should accept failure as an opportunity to evaluate and develop new strategies. Page 07
  7. The growth mindset takes a holistic approach to project management. The steps along the way to successful completion are also platforms for learning. When a project is done, the team should examine the entire process to look for friction points and see how they might become more efficient. Page 08
  8. When you see signs of growth, acknowledge the effort and share the news. Your people should know when a staff member develops a new skill or accomplishes a goal. Creative people in the organization will find new ways to put these abilities to good use. Page 09
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