But what is a fixed mindset and how do we create growth in our thoughts and beliefs? A fixed mindset, for Stanford professor Carol Dweck in her book Mindset, describes people who see their qualities as fixed traits that cannot be changed.
Sure as heck this slams us back in the middle of the last century where good managers stay in control/do the ‘right’ thing and need to display intelligence and experience. They’re expected to make the decisions and they think people don’t know as much as they do. Even worse, they need to help people by fixing things for them and without them the place will grind to a halt.
But how does that support creativity, autonomy and self-drive in this hybrid, digitally driven, fast paced and challenging recruitment world? Not much, I would say.
It’s really time to centre your leadership on growth by starting to think your relationships are based on equality and believing employees can generate effective solutions. Create the context in which other people can perform and be successful and focus on growing and developing people. Create success together to maximise innovation capability. Encourage people to think and act for themselves but always focus first on the person then the issue next (if there is an issue). Question, question, question to provoke productive enquiry and always challenge subjectivity, interpretations or false limits.
I am frequently asked how you do this so here is a simple conversational structure that might help in some situations:
Building that growth mindset helps you to create, grow and support that mindset in your team. Can you imagine how much more you can then achieve?