In today’s rapidly advancing world, continual learning is a given. In the future, people are less likely to be hired for what they “know” and more likely to be hired for their ability to learn what they “don’t know”. For more information regarding the benefits of executive coaching Washington dc and human capital consultants, please visit the Center for human capital innovation.

1. Using Growth Mindset For Career Success
/ Blog, Organizational Competencies
In today’s rapidly advancing world, continual learning is a given. In the future, people are less
likely to be hired for what they “know” and more likely to be hired for their ability to learn
what they “don’t know”.
Why is continual learning important to you? According to a survey conducted by Evolution:
• 96% people see a positive impact of continual learning on job performance
• 78% people see continual learning as a factor in promotions and career advancement
• 87% people say continual learning correlates with increases in compensation and salary
So how do you create a habit of continual learning? One way is to apply Growth Mindset,
which is finding yourself in a new situation and not knowing what to do – but then figuring it
out.
What is Growth Mindset?
Growth Mindset a set of beliefs that shape how you make sense of the world and yourself. It
influences how you think, feel, and behave in any given situation. People with growth
mindset see failure as an opportunity to grow. They see challenges as a path toward growth
and let their effort and attitude determine their abilities. They are inspired by the success of
their team members and take feedback as a constructive way of improvement.
Source: Fixed v. Growth Mindset. “Mindset” by Carol Dweck | Medium |
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Beliefs and Behaviors of Growth Mindset Leaders
Leaders with growth mindset put growth first and unite the business goals around it. They
back the risktakers, knowing there is a possibility of failure. The focus is toward action
rather than perfection. These leaders infuse those around them with a purpose.
What sets a leader with purpose apart from one without purpose? There are three core
elements for experiencing purpose: positive impact on others, personal development, and
delivery of work through strong relationships. A purpose-driven leader fosters these
experiences for her team and has a mission for her work. This mission is something that
every team member knows because it’s communicated repeatedly by the leader.
Working with a growth mindset involves delegating work and having confidence in the
people around you. Delegation goes beyond just handing off the job. It includes setting
performance expectations, accountability, and providing feedback.
Breaking the Fixed Mindset
The most important factor when building a growth mindset is seeing the value in your
journey. When the focus is just fixed on the end result, you miss out on all the things you
could be learning during the journey.
If you’re not able to perform a certain task or activity, remember that you just haven’t
become an expert in it yet. By using the power of “yet”, you can overcome many obstacles.
Mistakes are one of the best ways to learn, so, instead of running away from challenges, take
them head-on.
Tips to Build a Growth Mindset
Here are three tips to build a growth mindset:
• Counter stressful situations: Much of the anxiety we experience is due to the uncertainty
caused by things outside our control. The best way to combat that is to focus on the things
we can control – like our effort, our attitude, and how we treat people.
• Adapt to change: Sometimes the wave of change is headed your way full force whether
you’re ready or not. You can either let the wave crash against you, knock you down and pull
you under, or you can face the same direction the wave is headed and catch a ride to shore.
Make the decision to ride the wave and accept the change.
• Keep a watch on non-verbal emotional cues: Often people express one thing verbally, but
their body is telling a completely different story. So, focus on the non-verbals while
communicating with others.
Have you worked with a colleague or leader who has a Growth Mindset? How did it effect
you and the organization?
Let’s share experiences. Leave a comment below, send me an email, or find me on Twitter.
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