To summarize, leadership teams of organizations need to understand that fixed mindsets are bad and growth mindsets are good; it’s about creating awareness of the two mindsets and their impact so that one can make a conscious choice. Having a growth mindset doesn’t mean that you must change everything or seek perfection. It’s about accepting where you are—with your imperfections—and removing artificial constraints so you can decide if/what changes to make in the best interest of the organization and its people.
Reflecting on few questions would provide great insights to plan your next steps:
Do you have a different mindset toward different aspects of your professional abilities or personal qualities?
List down what you use to judge yourself (e.g., test results, what people say). Examine them and realize they don’t dictate your outcomes.
When you’re feeling discouraged by a challenge or setback, take action despite bad feelings. Focus on what you can learn or do to overcome it. Make a concrete plan, and visualize in vivid detail when, where, and how you’ll carry out your plan. Imagine your brain forging new connections as you do so. Instead of saying, “I can’t do that," say, “I can’t do that yet," and make it happen.
Consider how you can shift your mindset and nurture growth mindsets in the people around you at work or in your personal life.
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Fixed mindset VS Growth mindset
Companies and leadership teams with “Growth Mindset" are seeing excellent
results in the past 120 days irrespective of COVID-19 disruptions. How is your